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Niniejsza praca ma na celu identyfikację systemu motywowania w podmiocie leczniczym oraz diagnozę głównych czynników motywujących personel medyczny. Cel ten został zrealizowany poprzez dokonanie charakterystyki najważniejszych pojęć i definicji odnoszących się do motywowania pracowników jak również w oparciu o wyniki badań przeprowadzonych w wybranym podmiocie leczniczym, zlokalizowanym w Opatowie. Badania te pozwoliły na potwierdzenie głównej hipotezy badawczej sformułowanej na potrzeby niniejszej pracy, a mianowicie, iż najważniejsze znaczenie w motywowaniu personelu medycznego mają czynniki finansowe. The aim of this thesis is to identify the motivation system of medical entity and to diagnose the main factors that motivate the medical staff. This aim has been achieved not only through the characterization of the most important concepts and definitions relating to employee motivation, but also through the results of research that has been carried out in one of the medical entities which is located in Opatów. These studies led to confirmation of the main hypothesis that has been formulated for the purpose of the thesis, namely that the financial factors play a major role in medical staff reinforcement.

V magistrskem delu smo predstavili pojem motivacije in kar je z motivacijo povezano od pozitivnih in negativnih vzrokov, ki naj bi se odražali z načinom pristopov do izvajanja zahtevanega dela, do dejavnikov, ki vplivajo na uspešnost opravljenega dela. Namen magistrskega dela je razložiti in opisati vpliv motivacije medicinskih sester na učinkovitost in izvajanje zdravstvene nege, analizirati stanje motiviranosti zaposlenih v zdravstvenem domu ter iskanje predlogov in možnosti, ki bi pripomogle k večji motiviranosti vseh zaposlenih. Ugotoviti, kateri so tisti ključni dejavniki, ki pripomorejo k večji motivaciji medicinskih sester, da delo opravljajo kakovostno in predvsem z veseljem. Metodologija raziskovanja. Uporabljena je bila kvantitativna metodologija raziskovanja. Kot instrument smo uporabili anketni vprašalnik. Raziskovalni vzorec je zajemal 110 diplomiranih medicinskih sester in tehnikov zdravstvene nege v zdravstvenem domu. Rezultate raziskave smo obdelali s pomočjo programov Microsoft Office Word 2010 in Microsoft Excel 2007 ter IBM SPSS Statistics 19. S pomočjo orodja programa SPSS smo uporabili metodo analize frekvenc in hi-kvadrat test za preverjanje razlik med skupinami. Rezultati raziskave. Ugotovili smo, da je 55% medicinskih sester zadovoljnih s svojim delovnim mestom, 50 % pa z delovnimi pogoji. 77 % medicinskih sester je motiviranih za dobro izvajanje dela. Kot razlog za ne-motivacijo jih je 38% navedlo prenizki osebni dohodek. Ugotovili smo, da največjo motivacijo predstavljajo dobri odnosi s sodelavci s povprečnim rangom 3.7. S pomočjo primerjave smo ugotovili, da ni statistično signifikantnih razlik med višjo in nižjo izobrazbo v zadovoljstvu z delovnim mestom (p=0,278). Sklep. V današnjem času je prisotno veliko stresa, strahu in negotovosti na delovnem mestu zato je motivacija medicinskih sester zelo pomembna. V motivacijo je vpletenih veliko različnih, med seboj prepletenih notranjih in zunanjih dejavnikov, tako da je v resnici težko konstantno vzdrževati visoko raven motiviranosti. Dejavnik »prevelika količina dela, ki ga je potrebno opraviti v delovni izmeni na zaposlenega« zmanjšuje motivacijo do dela medicinskih sester. Medtem ko jih najbolj motivira dejavnik »dobri odnosi s sodelavci«. Medicinske sestre si pri svojem delu najbolj želijo dobre delovne pogoje. Takoj zatem si želijo dobro plačo, dobre odnose s sodelavci, dobro vodjo, stalnost zaposlitve, zanimivo delo, svobodo in samostojnost, varno delo, možnost strokovnega razvoja in na zadnje lahko delo. In master's thesis we presented the concept of motivation and what is linked with motivation of positive and negative reasons, which should be reflected in the way the approaches to the implementation of the work required, and factors that affect the success of the work. The aim of the master's thesis is to explain and describe the impact of nurse motivation on medical care, to analyse the level of employee motivation in an out-patient clinic and to explore the options aimed at improving the motivation of all employees. We wanted to spot the key factors improving the motivation of nurses and leading them to carry out their work with due quality and most of all personal satisfaction. Research methodology - We have chosen a quantitative method for our research. The tool selected was a survey questionnaire. The sample comprised 110 employees (nurses) at an out-patient clinic. The results of the survey have been processed in MS Word 2010, MS Excel 2007 and IBM SPSS Statistics 19, which was used for descriptive statistics, in particular for frequency and Chi-square analysis, aimed at checking differences between individual groups. Results - We have come to the conclusion that 55% of nurses are satisfied with their jobs and 50% with the working conditions. A surprising 77% of nurses are motivated to perform well at their job, while 23% feel a lack of motivation. Among the reasons for such lack, 38% quoted low salaries. Good relations among colleagues—with an average rank of 3.7—seem to be the strongest motivation force. A comparison of results between employees with higher and those with lower educational levels showed no statistical difference in job satisfaction (p=0,278). Conclusions - Nurse motivation is extremely important because of seemingly diffused feelings of stress, angst and uncertainty. Motivation relies on a wide range of correlated internal and external factors, making the task of maintaining high motivation levels a tall order. The main de-motivating factor for nurses is ‘overwhelming workload per employee per shift’. ‘Good relations among colleagues’ seems to be the strongest motivator. At their jobs, nurses most of all want good working conditions, followed by decent salaries, good relations among colleagues, good bosses, stable employment, interesting work, autonomy and independence, safety at work, professional development opportunities and—as last—easier assignments.

V današnjih časih trdega boja in hitrih premikov na tržišču podjetja oziroma njihovi vodje v boju za potrošnike, tržne deleže in profite pozabljajo, da tega ne morejo doseči brez svojih zaposlenih, s pomočjo katerih, njihovega dela in zavzetosti dosegajo vodilni položaj na tržišču. Za ta kapital je potrebno skrbeti, ga oblikovati, voditi, pri čemer je pomembno, da vodilni v podjetjih poznajo svoje zaposlene. Vodje se morajo zavedati dejavnikov, ki vplivajo na motivacijo zaposlenih in s kombinacijo teh dosežejo maksimum pri svojih zaposlenih. Osnova motivacije so potrebe zaposlenih, ki jih vodja mora poznati in/ali prepoznati ter tako ugotavljati prioritete zaposlenih. Temu primerno prilagaja različne motivacijske dejavnike, s katerimi so potrebe zaposlenih zadovoljene. Pomemben faktor, ki vpliva na uspešnost podjetja, je med drugim tudi zadovoljstvo zaposlenih, saj le zadovoljni zaposleni stremijo k uspešnosti in učinkovitosti. Seveda pa to ni mogoče brez vloženega truda vodij, tudi oni sami se morajo potruditi, se učiti, prilagajati na vseh stopnjah organizacijske lestvice podjetja. Dejstvo je, da je vodenje zaposlenih res veščina, ki od vodje zahteva celo osebo, zrelo osebo, ki jo zanimajo njeni podrejeni zaposleni, ki se ne boji komuniciranja z njimi, reševanja problemov ... Bodoči vodje se morajo učiti vodenja zdaj in ne takrat, ko pridejo na vodilni položaj. To je proces, saj se ga učimo na vseh položajih in okoljih ter v različnih situacijah. Nowdays in the time of fast market changes companies respectivelly their management focus on consumers, market shares and profits, and tend to forget, that all mentioned is not achievable without their employees, their work and endeavour. It is therefore very important that the management is aware of their employees and their needs, and takes care of this capital, by modeling it, leading it. Managers should be aware of all the motivating factors and by combining them achieve the maximum from their employees. The foundation of motivation are employee needs. The management needs to be aware of them, and by recognizing them set the priorities for each employee, and accordingly use various combinations of motivating factors in order to satisfy these needs. Company success is among others also measured by employee satisfaction for only satisfied employees focus on success and performance. None of that is possible without the effort from the managers, who need to learn, and adjust to all the different organizational levels of the company. It's a fact, that people management is a skill requiring a complete personality, mature person, interested in her/his subordinates, not afraid to communicate with them, solve their issues,... Future managers should learn the art of management now and not when they advance to a management position. It's a process to be learned in all positions of the company, in different environments and different situations

This study describes the relationship between motivation factors and academic performance among distance education students enrolled in a postgraduate nursing course. Students (n=96) participated in a survey that assesses student's motivational orientations from a cognitive perspective using a selfadministered questionnaire based on Pintrich-s Motivation Strategies for Learning Questionnaire (MLSQ). Results showed students- motivational factors are highest on task value (6.44, 0.71); followed by intrinsic goal orientation (6.20, 0.76), control beliefs (6.02, 0.89); extrinsic goal orientation (5.85, 1.13); self-efficacy for learning and performance (5.62, 0.84), and finally, test anxiety (4.21, 1.37). Weak positive correlations were found between academic performance and intrinsic goal orientation (r=0.13), extrinsic goal orientation (r=0.04), task value (r=0.09), control beliefs (r=0.02), and self-efficacy (r=0.05), while there was weak negative correlation with test anxiety (r=-0.04). Conclusions from the study indicate the need to focus on improving tasks and targeting intrinsic goal orientations of students to courses since these were positively correlated with academic performance and downplay the use of tests since these were negatively correlated with academic performance., {"references":["P. R. Pintrich, D. A. Smith, T. Garcia, and W. J. McKeachie, \"A manual\nfor the use of motivated strategies for learning questionnaire.\" Ann\nArbor, Michigan: National Center for Research to Improve\nPostsecondary Teaching and Learning, 1991.","P. R. Pintrich and E. De Groot, \"Motivational and self-regulated learning\ncomponents of classroom academic performance,\" Journal of\nEducational Psychology, vol. 82, no. 1 pp. 33-50, 1990.","P. R. Pintrich and A. Zusho, \"Goal orientation and self-regulated\nlearning in the college classroom: A cross-cultural comparison,\" In\nStudent Motivation: The Culture and Context of Learning, F Salili & C\nChiu, Eds. Dorrdrecht, Netherlands: Kluwer Academic Publishers, 2001.","E. A. Linnenbrink and P. R. Pintrich, \"The role of self-efficacy beliefs in\nstudent engagement and learning in the classroom,\" Reading & Writing\nQuarterly: Overcoming Learning Difficulties, vol. 19, no. 2, pp. 119-37,\n2003.","D. H. Schunk, and B. J. Zimmerman, Self-Regulation of Learning and\nPerformance: Issues and Educational Applications. Hillsdale, NJ:\nLawrence Erlbaum Associates, 1994.","P. R. Pintrich, \"The role of goal orientation in self-regulated learning,\"\nIn Handbook of Self-Regulation, P.R. Pintrich, M. Zeidner, and M.\nBoekaerts (Eds). San Diego, CA: Academic Press, 2000.","P. R. Pintrich, \"Student motivation in the college classroom,\" In\nHandbook of College Teaching: Theory and Applications, K.W.\nPrichard and R.M. Sawyer (Eds). Westport, CT: Greenwood Press,\n1994."]}

Rural tourism has many economical, environmental, and socio-cultural benefits. However, the development of rural tourism compared to urban tourism is also faced with several challenges added to the disadvantages of rural tourism. The aim of this study is to design a model of the factors affecting the motivations of rural tourists, in an attempt to improve the understanding of rural tourism motivation for the development of that form of tourism. The proposed model is based on a sound theoretical framework. It was designed following a literature review of tourism motivation theoretical frameworks and of rural tourism motivation factors. The tourism motivation theoretical framework that fitted to the best all rural tourism motivation factors was then chosen as the basis for the proposed model. This study hence found that the push and pull tourism motivation framework and the inner and outer directed values theory are the most adequate theoretical frameworks for the modeling of rural tourism motivation., {"references":["E. Alyward, \"Rural tourism development: proposing an integrated model\nof rural stakeholder network relationships,\" In IAM conference 2009,\n2nd- 4th September, Galway Mayo institute of technology, 2009.","M. Basher, and A. Ali Ajloni, \"Motivating foreign tourists to visit the\nrural site in Jordan, village of Petra,\" Australian Journal of Business and\nManagement Research, vol. 2, no. 5, pp. 1-7, 2012.","L, Bothma, Travel motivation to selected national parks in South Africa:\nKaroo-, Tsitsikama-, and Kgalagadi Transfrontier Park. Potchefstroom\nUniversity of Northwest, North West, 2009.","G. Dann, \"Anomie, ego-enhancement and tourism,\" Annals of Tourism\nResearch, vol. 4, no. 4, pp. 184-194, 1977.","M. M. A, de Almeida, \"From island mass tourism to rural tourism in\nMadeira: Is there a place for a re-definition of islands- image?\" Tourism\nResearch, vol. 13, no. 14, pp. 97-110, 2010.","A. Farmaki, \"An exploration of tourist motivation in rural setting,\" The\ncase of Troodos, Cyprus, Tourism management perspective, vol. 2, no.\n3, pp. 72-78, 2012.","J. Gnoth, \"Tourism motivation and expectation formation,\" Annals of\nTourism Research, vol. 24, no. 2, pp. 283-304, 1977.","P. Gray, International Travel-International Trade. Lexington,\nMassachussets: Heath Lexington Books, 1970.","P. Haldar, \"Rural tourism - Challenges and opportunities,\" In\ninternational marketing conference on marketing & society, IIMK 8-10\nApril, Kozhikode: Indian institute of management Kozhikode, 2007,\npp11-129.\n[10] Z. A. A. Hallab, An exploratory study of the relationship between\nhealth-living and travel behaviour. Virginia Polytechnic Institute and\nState University, 1999.\n[11] L. Hins, The motivational factors of visiting to ocean parks. Faculty of\nOrganisation and Management, Sheffield Hallam University, 2009.\n[12] J. Holland, M. Burian, and L. Dixey,. Tourism in pro-poor rural areas:\nDiversifying the product and expanding the benefits in rural Uganda and\nthe Czech Republic. PPT working paper, no. 12, 2003. (Online)\navailable from htt://www.propoortourism.org.uk/12_rural_areas.\n(Accessed 10 December 2012).\n[13] H. Madhavan, and R. Rastogi, Social and psychological factors\ninfluencing destination preferences of domestic tourists in India, Leisure\nStudies, DOI:10.1080/02614367.2011.632781, 2011.\n[14] R. Mannell, and S. Iso-Ahola, \"Psychological nature of leisure and\ntourism experience,\" Annals of Tourism Research, Vol. 14, pp. 314-331,\n1987.\n[15] R.W. McIntosh, and C.R. Goeldner, Tourism: Principles, Practices,\nPhilosophies, New York: Wiley, 1990.\n[16] L. C. Ortigueira, and D. Gómez-Selemeneva, \"Critical success factors of\na tourist destination in the Caribbean,\" Book of proceedings,\ninternational conference on tourism and management studies, Algarve,\n2007, vol. 1.\n[17] J. A. Pesonen, \"Segmentation of rural tourists: Combining push and pull\nmotivations,\" Tourism and Hospitality Management, vol.18, no.1, pp.\n69-82, 2011.\n[18] J. Pesonen, and R. Komppula, \"Rural wellbeing tourism: Motivations\nand expectations,\" (Online) Journal of hospitality and tourism\nmanagement, vol.17, no. 1, pp. 150- 157, 2010.\n[19] E. B., Romera, G. J., Brida, C. A., Martínez, E. Riaño, and M. J. S.\nDevesa, \"Rural tourism at Arqitectura Negra villages (Guadalajara\nSpain): Demand analysis,\" Tourism Management, 27, 1011-1013, ISSN:\n1139-7861, 2011.\n[20] L. Zhang, The UK as a destination choice for Chinese tourists: An\nanalysis of tourist motivation factors. The University of Nottingham,\n2006."]}

Vsebina diplomske naloge bo temeljila na raziskavi motivacije na delovnem mestu in sistemu nagrajevanja ter njunem medsebojnem vplivu. Ustreznost motivacije in nagrajevanja zaposlenih je ključnega pomena za doseganje želenega vedenja zaposlenih in ciljev podjetja. Če delavci niso dovolj motivirani, ne prispevajo k uspešnosti podjetja. Uspešnost delavca ni odvisna samo od njegovih sposobnosti, ampak tudi od stopnje motiviranosti. Motiviranje zaposlenih je ena od glavnih nalog vodstvenega kadra, kar je danes zelo kompleksna naloga, saj morajo le-ti izbrati pravilni način motiviranja zaposlenih ter oblikovati pravilni sistem nagrajevanja, da na tak način podjetje poveča motiviranost zaposlenih. Vpliv motivacije in motivacijski dejavniki vplivajo na zadovoljstvo zaposlenih. Za zaposlenega je kvaliteta delovnega življenja bistvenega pomena, saj večino svojega časa preživi prav na svojem delovnem mestu, zato je pomembno, kako ta čas preživi in kako se na delovnem mestu počuti. To pa v veliki meri vpliva tudi na njegovo osebno življenje. Kvaliteta delovnega življenja je tako pomembna za storilnost zaposlenih, pripadnost zaposlenih podjetju, zdravstveno stanje zaposlenih, motivacijo ... Na konkretnem primeru podjetja bom raziskala prisotnosti različnih motivacijskih dejavnikov in na podlagi ugotovitev sprejela ukrepe za izboljšavo kvalitete delovnega življenja na delovnem mestu. Rezultati analize bodo pokazali, kako vpliva sistem nagrajevanja na zaposlene in kako so zaposleni dejansko motivirani. The thesis is based on a survey of motivation in the workplace, the rewarding system, and the correlation between them. Adequate motivation and rewarding of employees is the key to achieving the desired behaviour of employees and consequently the goals of the company. If the employees are not motivated enough, they do not contribute to the company success. The success of an employee does not only depend on his skills, but also on his motivation level. Motivating employees is one of the main responsibilities of the management, which has become very complex, as the manager needs to choose a suitable means of motivating employees and design a suitable rewarding system to increase the motivation of the employees in the company. Motivation factors affect the satisfaction level of employees. The quality of working life is of utmost importance to an employee, as it is the workplace where he spends a major quantity of his time, so it is important how this time is spent and how he feels in his workplace. This also affects his private life to a great extent. So the quality of working life is important for employee effectiveness, loyalty to the company, health, motivation … A concrete example of a company has been used to analyse the existence of different motivation factors the conclusions will serve as a basis for measures to be taken to improve the quality of the employees’ working life. The results of the analysis will show how the rewarding system affects employees and how employees are actually motivated.

Motivacija in zadovoljstvo zaposlenih sta v zadnjem času ena najpomembnejših nalog s katero se ukvarjajo vodje v podjetjih. Z njima je mogoče vplivati na storilnost in boljše rezultate zaposlenih. Motivirani zaposleni so predani svojemu delu, prizadevajo si doseči zastavljene cilje tako, da svoje lastne cilje povezujejo s skupnimi cilji podjetja. Ustrezna motivacija vpliva na povečano produktivnost in zadovoljstvo zaposlenih, zmanjšajo se izostanki z dela, kar posledično vpliva na zmanjšanje stroškov in izboljšanje poslovanja celotnega podjetja. Naloga vodij je torej jasna, za vzpostavitev učinkovitega motivacijskega procesa morajo ugotoviti, kateri so prevladujoči motivacijski dejavniki v podjetju in jih učinkovito uporabiti za povečanje delovne motivacije. Z raziskavo, ki smo jo izpeljali v okviru prodajne funkcije podjetja Impol smo želeli raziskati in predstaviti ključne motivacijske dejavnike in njihov vpliv na kakovost opravljenega dela. Ugotoviti smo želeli, kako se zaposleni počutijo pri opravljanju svojega dela, kateri motivacijski dejavniki jih najbolj motivirajo, s čim so nezadovoljni oz. kaj je tisto, kar bi želeli spremeniti in izboljšati zato, da bi bili pri svojem delu še bolj motivirani. Z raziskavo je bilo ugotovljeno, da prodajnimi referenti v vseh treh komercialah navajajo podobne razloge za delo, in sicer brezskrbno življenje, zadovoljstvo in veselje do dela in boljša prihodnost svojih otrok. Glede na odgovore lahko trdimo, da na kakovost opravljenega dela vplivajo štirje dejavniki v naslednjem vrstnem redu: obseg dela, delovna klima, plača in osebno razpoloženje. Najvišjo povprečno oceno dajejo zaposleni odnosu do kakovosti in do dela, najnižjo pa možnostim razvoja kariere. Najbolj motivirano so, če je njihovo delo zanimivo in ustvarjalno, kadar lahko delajo s prijetnimi ljudmi in ko imajo občutek, da lahko nekaj dosežejo. Plača kot pomemben motivacijski dejavnik je šele na četrtem mestu, kljub temu pa si želijo izboljšav na področju plač in ostalih ugodnosti. Manj zadovoljni so tudi z možnostjo napredovanja obveščenostjo v podjetju in odnosi s sodelavci. Motivation and employee satisfaction are nowadays the most important tasks in which business leaders are concerning themselves. They can affect the productivity and better results of employees. Motivated employees are dedicated to their work they strive to achieve their own goals associated with common business objectives. Appropriate motivation, influences enhanced productivity and employee satisfaction, reduced are absences from work, which in turn affects the reduction of operating costs and improves the entire company. The task of company leaders is therefore clear, to establish an effective motivational process they must determine which are the dominant motivating factors in the company and effectively use them to enhance work motivation. With the survey, which was carried out under the company's sales function of Impol, we wanted to explore and present the key motivational factors and their impact on the quality of work. We wanted to determine how employees feel with their work, which motivational factors are the most motivating, with what they are the most dissatisfied and what they would like to change and improve in order to make their work even more motivated. The survey found that sales clerks in all three of Commerce indicate similar reasons for working: carefree life, happiness and joy and a better future for their children. According to the answers it can be argued that the quality of the work is affected by four factors in the following order: the scope of work, working environment, salary and personal mood the highest average rating employees give to the quality and attitude to work, and the lowest to the career development opportunities. They are most motivated, if their work is interesting and creative, if they can work with pleasant people and when they feel that they can achieve something in the company. Salary, as an important motivational factor, is only ranking in fourth place, but they do seek improvements in wages and other benefits. They are also less satisfied with the possibility of progression in the company and relationships between colleagues.

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.

The aim of this study was to investigate the positive and depressive mood changes in older volunteers after a three-month voluntary work intervention through a one-group experimental research design. The participants were drawn from the Volunteering, access to Outdoor activities and Wellbeing in older people (VOW) project. The participants were recently retired group, aged 50 and above (N=47, 42 female). Prior training sessions were arranged for the participants before the intervention period. Pre and post assessment of depressive mood was measured through applying the original form of Center for Epidemiologic Studies Depression Scale (CES-D) and positive mood was measure through the positive affect items of the CED-D sub-scale. Data was analyzed with descriptive statistics, paired t test, general linear model-repeated measure and multiple response frequency analysis. Our main finding observed a non-significant change in positive and depressive mood in the pre-post intervention period. At both measurement levels, the participants had an high level of positive mood and low level of depressive symptoms. Alternative objectives manifested a non-influence of previous voluntary work experiences on mood changes and “meeting new peoples, help others and improve their mood status” were the top motivation factors influencing older adults towards voluntary work. Further experimental research is required to investigate the relationship between voluntary work and mood changes.

This research was conducted to establish and to analyze motivation factors in wood processing and furniture manufacturing companies in Slovak Republic and in the Republic of Croatia. Research was conducted using method of survey. In three survey questionnaires total of 58 questions were asked. Questionnaire A had 22 questions regarding the importance of particular motivation factors at work, questionnaire B had 22 questions regarding the satisfaction of employees at work, while questionnaire C had questions regarding relationships among employees within work environment. Total of 800 production workers and 60 management and administrative employees were surveyed in 3 companies of wood processing and furniture manufacturing in Croatia and total of 100 production workers and 40 management and administrative employees were surveyed in Slovakian enterprises. Most important factors for production workers were good social conditions, employment assurance and work time organization, while for management and administrative employees the most important factors were good company reputation, good internal relationships and employment assurance. Production workers and management in Slovakia and Croatia both, are most displeased with their salaries and with possibilities for those salaries to grow. Production results are highly dependable on motivation factors, so this kind of research is necessary if wood processing and furniture manufacturing company wants to increase the production results and competitive strength on international market.

Bistvo motiviranja je v tem, da se zaposlenim pomaga, da lažje opravljajo svoje delo in v njem vidijo več smisla. Ker pa smo ljudje različni, nekatere motivira denar, druge varnost zaposlitve, izzivi na delovnem mestu, pohvala … Vodje so tisti, ki imajo na tem področju možnost in priložnost kaj spremeniti in izboljšati. Poznati morajo različne načine motiviranja zaposlenih in izbrati primernega za posameznika. V nalogi je prikazano, kateri motivi vplivajo na človekovo dejavnost in kako jih razlagajo nekateri strokovnjaki s področja motivacije. Drugi del naloge predstavlja analizo in rezultate raziskave, ki smo jo naredili v Osnovni šoli Šmartno na podlagi anketnega vprašalnika. Primerjali smo sedanje in želeno stanje narave dela na podlagi motivacijskih dejavnikov. Ugotovili smo, da zaposlene najbolj motivirajo dobre delovne razmere, stalnost zaposlitve in dobra plača. Med primerjanima skupinama učitelji in tehnični delavci pa smo ugotovili, da so učitelji zelo motivirani za svoje delo, tehnični delavci pa manj. The essential meaning of motivation is to help the employees to do their work better and to find it meaningful. While people are different, therefore they are motivated on different ways: some by good payment, others by challenges or praise. Leaders are the ones, who have the possibility to make changes for the better. They have to be aware of different ways of motivating their employees and to choose the means suitable for each individual. In my diploma I show which the motifs that influence the employees are and how they are interpreted by experts, dealing with motivation. The second part consists of analysis and the research results I got on the basis of a questionnaire on Primary School Šmartno pri Slovenj Gradcu. On the basis of motivation factors the actual and the wished results were compared. The results have shown the best motivation for the employees is a good environment, the stability of employment and a good salary. The results of the comparison of two aim groups: the teachers and technical workers have shown a better motivation among teachers.

Diplomska naloga govori o zaposlenih v vzgojno-izobraževalnem zavodu in njihovi motivaciji za delo. Ko govorimo o motivaciji nas predvsem zanima, kaj je tisto, kar nas vleče v neko službo vsak dan in kaj je tisto, kar nas odvrača. Teoretični del govori o čustveni in vedenjski motnji, o tem kaj vzgojno-izobraževalni zavod je in kakšni tipi obstajajo ter o zgodovini vzgoje in izobraževanja. Pregledali smo tudi motivacijske teorije kot osnovo za naše raziskovalno delo. Praktični del zajema raziskavo z anketami, opravljeno v enem izmed Slovenskih vzgojno-izobraževalnih zavodov. This work concerns the employees in an educational institution and their motivation for work. When we speak of motivation, we are most interested in the factors that attract us to a workplace and the ones that discourage us from it. The theoretical part speaks about the emotional and behavioral disorder, about the definition of an educational institution and several types of it and the history of educational institutions. As a basis for our research, we have also reviewed several motivational theories. The practical part is based on an analytical research that took place in one of Slovenia's educational institutions.

Temeljna raziskava diplomskega seminarja je bila motivacija v podjetju. Najprej smo v teoretičnem delu predstavili kaj pomeni pojem motivacija ter kako jo razumejo in opisujejo različni avtorji. V tem delu smo tudi spoznali različne vrste motivov, ki smo jih razdelili na primarne in sekundarne ter jih bolje spoznali. V poglavju motivacijske teorije smo se podrobneje spoznali z različnimi motivacijskimi teorijami. Ugotovili smo, da se te delijo na vsebinske in procesne motivacijske teorije. Vsebinske proučujejo predvsem človeške potrebe ter motive, ki povzročajo določene oblike vedenja, procesne pa temeljijo na načinu, kako se neka sprememba v vedenju posameznika pojavi in kako pravzaprav pride do te oblike vedenja. V poglavju motivacijskih dejavnikov, smo opisali kako ti vplivajo na motivacijo zaposlenih v podjetju. Spoznali smo več različnih vrst motivacijskih dejavnikov, nekatere tudi podrobneje predstavili in hkrati spoznali, da se delijo na materialne in nematerialne. Nadaljnje smo predstavili tudi motivacijsko strukturo, njeno sestavo in pomen za podjetja. V zadnjem teoretičnem poglavju smo opisali probleme motiviranosti v podjetjih, ter z vidika različnih avtorjev (tudi s primeri dobre prakse) predlagali rešitve in izboljšave problema. Zadnje poglavje pa predstavlja empirični del tega dela diplomskega seminarja, kjer smo analizirali raziskavo o problemu motiviranosti v podjetju Kovinoplastika Benda d.o.o. Najprej smo predstavili podjetje, nato pa analizirali spoznane ugotovite iz vprašalnika, ki smo ga zastavili zaposlenim v obravnavanem podjetju. Spoznali smo, da ima podjetje izgrajen sistem motiviranja, ki pa ga bo moralo na nekaterih področjih malo izboljšati, saj si bo s tem zagotovilo še večje zadovoljstvo s strani zaposlenih. Delo diplomskega seminarja se zaključi z analiziranjem vprašanj, ki so se navezovala na zastavljene hipoteze, s sprejetjem oziroma zavrženjem le teh. Fundamental research of diploma seminar was motivation in the company. Firstly in the theoretical part, we presented what does the concept of motivation means and how is understand and described by the various authors. In this work we had also known different kinds of motives, and divided them into primary and secondary, and presented it more closely. In chapter of motivational theories we detail presented various motivational theories. We established that these theories are divided into content and process motivation theories. Content theories especially considering human needs and motives that cause certain forms of behavior, process theories are based on the way, how some change in the behavior of individuals appears and how actually do come to this type of behavior. In chapter of motivational factors, we examined how these factors affect the motivation of employees in a company. We had known several different types of motivational factors, some of them presented in details and at the same time realized that are divided into tangible and intangible. Further, we presented the motivational structure, its composition and the importance for businesses. In the last theoretical chapter, we described the theoretical motivation problems in companies and in a view of various authors (also with examples of good practice), suggested solutions and improvements of this problem. The final chapter presents the empirical part of this diploma seminar, where we described research on the problem of motivation in the company Kovinoplastika Benda d.o.o. Firstly we presented the company, and then analyzed to determine perceived from the questionnaire that we asked the employees of this company. We have learned that the company has built a system of motivation, but it will have to improve some areas as it will this provide even greater satisfaction by the employees. This diploma seminar is concluded by analyzing the issues that were related to the hypotheses, with the adoption or rejection thereof.

Motivacija je kompleksen pojav, sestavljajo jo procesi spodbujanja, ohranjanja in usmerjanja telesnih in duševnih dejavnosti človeka. Obsega vsa gibala našega vedenja in ravnanja. Prepoznavanje stopnje motiviranosti posameznika v delovnem okolju ter primerna stimulacija pripomoreta k dvigu učinkovitosti in uspešnosti dela. Dandanes poznamo in uporabljamo različne dejavnike in načine, ki spodbujajo in dvigujejo motiviranost za delo. Razdelimo jih lahko na materialne in nematerialne motivacijske dejavnike. Glede na omejenost materialnih virov je vse bolj smotrno uvajanje nematerialnih spodbud, kot so gojenje dobrih medsebojnih odnosov, motivacijski stil vodenja, izraţanje pohval, spodbujanje kreativnosti pri delu, ipd. Glavna tema diplomskega dela je motiviranost zaposlenih, razdelili smo jo na dva dela. V prvem delu smo najprej opredelili pojem motivacije. Sledi predstavitev materialnih in nematerialnih motivacijskih dejavnikov, s katerimi vplivamo na zaposlene, posledično pa na uspešnost podjetja. Vodstvo podjetja je odgovorno, da izlušči tiste, ki na vedenje zaposlenih najugodneje vplivajo in po nepotrebnem ne uporablja dejavnikov, ki za zaposlene niso pomembni. V drugem, aplikativnem delu, je bila opravljena raziskava na omenjeno temo. V uvodnem delu predstavimo podjetje Kompas d.d., nato sledi primerjava trenutne in ţelene delovne situacije. Najprej smo preučili celotno opazovano populacijo, nato pa še po starosti zaposlenih. Ugotovili smo, da so zaposleni najvišje uvrstili zanimivost in ustvarjalnost pri delu, dobre odnose s sodelavci in vodilnimi v podjetju. Nezadovoljstvo zaposleni izraţajo na delovnim motivom napredovanje in strokovni razvoj Motivation is a complex phenomenon, because it includes encouraging, maintaining and guiding a person's physical and mental activities. It comprises all the motives of our behaviour and actions. A higher level of success and efficiency at work is induced by recognising: the level of a person's motivation in a working environment and the proper stimulation. Nowadays, many factors and methods are used to encourage and increase motivation at work. They subsume material and non-material motivational factors. Instead of using material sources, which are limited in number, it is much more meaningful to deploy non-material ways of encouragement, such as constructing good relationships among co-workers, a motivational stile of leading, commendation, encouraging creativity at work and so on. The main topic of the diploma is motivating the employees and it is divided into two parts. In the first part, the idea of motivation is defined. It is succeeded by the presentation of the various material and non-material methods of motivation. These affect the employees and may have ramifications on the company's success. It is up to the company's management to single out those who most congenially affect the employees, in this way there is no need for it to use methods that are insignificant for the them. The second part discusses a research performed for the aforementioned theme. In the incipient part, we have presented the company Kompas d.d. Then, it is followed by a comparison 58 between the current and the desired working situations. A general study of the working population is followed by a study of the employees according to age. We have found out, that creative and interesting work, along with good relationships among co-workers and their superiors, were ranked as the highest by the employees. However, dissatisfaction was expressed concerning professional development, promotion and working motives.

Motivacija je tisto, zaradi česar ljudje ob določenih sposobnostih in znanju delajo. Brez motivacije človek ne more storiti nobene aktivnosti in ne more zadovoljiti svojih potreb. Z nalogo je bilo ugotovljeno stanje na področju motiviranosti za delo, s tem je bil storjen prvi korak k povečanju motiviranosti v četi. Analiza anketnih vprašalnikov je pokazala, da zaposlene najbolj motivirajo dobri odnosi s sodelavci, razgibano delo in pripadnost enoti. Najmanj jih motivira plača, obveščenost o dogodkih in možnosti za napredovanje. Pri zaposlenih obstaja težnja po spreminjanju pogojev, ki bi posledično pripeljali do pomembnega povečanja motiviranosti za delo. Motivation is the driving force by witch humans with certain skills and knowledge achieve results at work. Without motivation humans can not do anything and are disabled to satisfy their needs. With this thesis was determine actual motivation of employees in the squad X Slovenian Armed Forces and it gives us a good foundation how to increasing the motivation of the squad. Analysis of questionnaires showed us that most employees are motivated by good relations with colleagues, dynamic work and membership of the unit. At least motivated are by salary, informations of events and promotion opportunities. For employees there is a tendency to change the terms, which in turn resulted in a significant increase in the motivation to work.

V diplomskem delu smo želeli preučiti zadovoljstvo in motiviranost zaposlenih v podjetju Hit Šentilj d. d. Ugotavljali smo, kateri so tisti motivacijski dejavniki, ki zaposlene najbolj motivirajo, predstavili smo nekaj motivacijskih teorij in preverili, kako so dejavniki motivacije urejeni v omenjenem podjetju. S pomočjo rezultatov, pridobljenih v empiričnem delu raziskave smo ugotovili, da večina zaposlenih prihaja z veseljem na delo in delo opravlja z veliko zavzetostjo. Nadalje smo ugotovili, da so zaposleni z delom zadovoljni, čeprav obstaja nekaj dejavnikov motiviranja, kjer bi si zaposleni želeli izboljšav. Za zadovoljstvo zaposlenih na delovnem mestu in uspešno motiviranje je pomembno, da vodstvo podjetja prepozna potrebe delavcev, jih ustrezno nagradi in jasno opredeli cilje njihovega dela. Ključno je, da management vzpostavi sistem nagrajevanja, ki bo temeljil na uspešnosti posameznika oziroma skupine ter zaposlenim zagotovi povratne informacije. Skozi različne opredelitve motivacije smo ugotovili, da gre v osnovi za proces usmerjanja, bolje rečeno vzpodbujanja ljudi k določenemu načinu dela z različnimi dejavniki motivacije, pri čemer bodo zaposleni opravljali svoje delo dosledno, uspešno in predvsem iz lastnih interesov. V zadnjem času pogosto zasledimo, da so zaposleni največje bogastvo podjetja. Pri tem velja poudariti, da so zadovoljni oziroma motivirani delavci pri delu učinkoviti, uspešni in predstavljajo temelj doseganja in ohranjanja konkurenčne prednosti podjetja. Gre za miselnost, ki jo morajo v svoje delovanje implementirati vsa podjetja, da bodo v poslovnem okolju delovala konkurenčno. In this diploma thesis, we wanted to study satisfaction and level of motivation of employees in company Hit Šentilj d.d. We were trying to determine, what motivation factors have greatest impact on employees, we presented some of motivation theories and tried to evaluate, how motivation factors were being taken care of in company mentioned above. On the basis of research data, we established, that majority of employees likes coming to work and perform with great commitment. Furthermore we determined, that employees were satisfied with their work, although there are some motivation factors, where employees wish improvement. It is vital, that company management indentifies needs of their workers, gives them appropriate awards and clearly defines objectives of their work in order to get satisfied employees and motivate successfully. It is also important, that management sets up awarding system, which will base on individual or groups performance and ensures information feedback. Through various definitions of motivation we determined, that it is basically process of directing, better yet encouraging people towards certain way of work, using various motivation factors, where employees will perform consistently, successfully and above all out of their own interests. Lately, one can often hear how employees are our greatest assets. It should be pointed out, that satisfied, motivated workers perform effective, successful and present basis for achieving and maintaining competition advantage. It is mentality that should be implemented in every company in order to be competitive.

Motivacija je pomemben element za doseganje boljših rezultatov zaposlenih. Prav tako pa je pomembna pravilna izbira motivacijskih dejavnikov v organizaciji, da so zaposleni zadovoljni z delom, ki ga opravljajo. S tem pa so pripravljeni dati zaposleni na razpolago vse svoje sposobnosti zato, ker sami tako želijo in ne zato, ker bi morali. Zaposleni so najpomembnejši resurs vsake organizacije. Zato morajo biti ustrezno motivirani, informirani in vodeni. Človeški viri so vsi ljudje, ki ustvarjalno sodelujejo v neki obliki organiziranega dela. Za njih je značilno, da so si med seboj zelo različni. Zato ne moremo vseh motivirati na enak način. Vsi delovni procesi so odvisni od človekove prizadevnosti in usmerjenosti, človekovih pričakovanj in odločitev, zato je zelo pomembno, da podjetja ustrezno motivirajo in nagrajujejo svoje zaposlene. Nekatera podjetja posvečajo več pozornosti finančnim, druga pa nefinančnim nagradam. Znano je, da zaposleni niso zadovoljni, če prejemajo samo finančne ali samo nefinančne nagrade, zato mora podjetje zagotoviti pravo kombinacijo obeh ter oblikovati sistem motiviranja in nagrajevanja, ki bo vplival na zaposlene tako, da bo hkrati zagotovljena uspešnost podjetja in zadovoljstvo delavcev. Šele raziskava je pokazala, kako obširen in pomemben je pojem motivacije in nagrajevanja. Ugotovili smo, da kljub temu, da podjetje posveča veliko pozornosti motivaciji in izboljšavam na področju nagrajevanja zaposlenih, obstaja še veliko možnosti za izboljšave. Veliko avtorjev raziskuje ta področja in podaja mnogo koristnih ugotovitev, vendar je spremljanje nenehnih novosti na teh področjih in prenašanje novih znanj o tem v podjetje precej zahtevno. Kljub svoji zahtevnosti je skrb za razvoj področja motivacije in nagrajevanja v podjetju zelo pomembna. Analiza anketnih vprašalnikov je pokazala, da so zaposleni srednje zadovoljni s trenutno motivacijo in nagrajevanjem v podjetju. Najpomembnejša ugotovitev pa je nedvomno ta, da način nagrajevanja pomembno vpliva na motivacijo. Ugotovili smo, da različne nagrade motivirajo zaposlene, kar je bil namen raziskovalnega dela. Podali smo tudi predloge za podjetje, ki izhajajo iz ugotovitev raziskave. Menimo, da smo z raziskavo prišli do uporabnih ugotovitev. Motivation is an important element for achieving better results by employees. Choosing the right motivation factors is as important to keep employees satisfied with their work. Satisfied employees are willing to give their best into the work they are doing, not because they have to but because they want to. The most important resource for every organization are employees. Therefore, they have to be properly motivated, informed and guided. Human resources are all the people, who cooperate creatively and any form of organized work. Characteristic of them is their great variety, which is the reason why they cannot be motivated in the same way. All working processes are dependent on human ambitiousness and the direction of their expectations and decisions, that is why it is important that the companies motivate their employees. Some companies devote more attention to financial and others to nonfinancial rewards. It is well known that employees are not satisfied if they get financial rewards only or nonfinancial, that is why the company has to assure the right combination of both and design a system of motivating and rewarding, that affect the employees in a way that a company is successful and employees are satisfied. Only the results of the research have shown the importance of the notion of motivation and rewarding. We established that even though the company devotes a lot of its attention to the motivation and improvement in the field of rewarding the employees there are still a lot of possibilities to improve. Many authors research those areas and reach many useful conclusions, but monitoring constant novelties in those areas and transferring new knowing about these issues to the company is very pretentious. Despite its pretentious characteristic the concern for the growth of the motivation and rewarding area in the company is very important. The analysis of questionnaires showed that the employees are satisfied with current motivation and rewarding in the company. The most important finding is doubtlessly the one that the way of rewarding influences the motivation importantly. We established that different rewards motivate employees, which was the intention of research work. We also gave some suggestions for the company which arose from the research results. We believe we gained some useful findings with the research.

Estudando as variáveis contextuais de significado da tarefas, interdependência de trabalho, e autonomia, usadas por Gary Johns (2010), este trabalho tem como objectivo tentar perceber se o modelo das características da função de Hackman & Oldham (1980), Variedade, Autonomia, Significado, Feedback e Identidade, podem contribuir de alguma forma para a motivação e o Presentismo dos funcionários públicos. A amostra para o estudo, é composta por 253 trabalhadores da administração pública central e local. Verificou-se que quanto à motivação as pessoas que trabalham mais horas são as que têm maior motivação. Através da escala Stanford Presenteeism Scale (SPS-6) verificou-se que as variáveis contextuais associadas à motivação explicam a existência do Presentismo. No global, tanto os problemas físicos como psicológicos influenciam de forma positiva o Presentismo. Em detalhe, a variedade de tarefas e a autonomia no trabalho têm uma correlação positiva com o Presentismo. As variáveis identidade, significado e feedback, não revelam impacto positivo para a existência do Presentismo. As principais causas foram atribuídas ao estado de saúde geral, a média de horas de trabalho por semana e a idade, por serem factores que influenciam o Presentismo na administração pública. Este estudo contribui para confirmar que as variáveis contextuais (Variedade e Autonomia) influenciam o Presentismo. By analyzing contextual variables like task significance, work interdependence and autonomy, used by Gary Johns (2010), this work aims to understand if Hackman & Oldham´s (1980) job characteristics model, skill variety, autonomy, task significance, task identity and feedback can contribute as motivation and Presenteeism of public workers. The sample consisted of 253 employees of central and local government. It was found that higher motivation is identified in people working longer hours. Through Stanford Presenteeism Scale (SPS-6) contextual variables associated with motivation explain Presenteeism. Overall, both physical and psychological problems influence positively it. In detail, Presenteeism has a positive correlation with skill variety and autonomy. The variables task identity, task significance and feedback, do not reveal a positive impact on existence of the Presenteeism. The result also shown that the main factors that influence Presenteeism in public administration are general state of health, average hours worked per week and age. This study helps to confirm that the contextual variables (Variety and Autonomy), influence Presenteeism.

This paper shows the differences in opinions regarding motivation factors in wood processing and furniture manufacturing companies in times of normal business environment and in times of economic downturn. The research was conducted in two separate years. First part was conducted in the year 2006 when the economic environment was normal for all industry, including wood processing and furniture manufacturing companies. The second part of the research was conducted in the year 2010 when economic downturn in Croatian industry was at its peak. The results show that employees much more think of safety and physiological needs in a time of crisis then in a time of normal economic conditions.

Bakgrund: "There is a war for talent, and it will intensify" skrev McKinsey Quarterly redan 1998 och syftar på den ökade konkurrensen som råder på arbetsgivarmarknaden om talangfull och kompetent personal som kan driva företaget framåt. Vikten av humankapital blir särskilt märkbart i dagens framträdande kunskapsintensiva företag, däribland revisions- och konsultföretagen, samtidigt som demografiska skiftningar gör att trenden går mot ett talangunderskott. Generation Y anses samtidigt vara karriärlystna och aktiva CV-jägare. Därför råder en kamp bland arbetsgivarna i att finna och vinna talangerna bland dessa. Detta kan göras genom utvecklandet av ett starkt arbetsgivarvarumärke och genom att lära känna sin målgrupp och skaffa kännedom om deras motivationsfaktorer och preferenser. Syfte: "Att ur en grupp ekonomstudenter identifiera talangegenskaper och förklara vilka avgörande faktorer som gör en arbetsgivare attraktiv ur de ansedda 'talangernas' perspektiv." Problemformulering: Vilka är nyckelfaktorerna när de ansedda "talangerna" väljer sin framtida arbetsgivare? Metod: Studien har antagit en huvudsakligen kvantitativ forskningsdesign och har en deduktiv inriktning. Vidare tar studien ett objektivistiskt ontologiskt ställningstagande och en positivistisk kunskapssyn i sin epistemologiska ståndpunkt. Datainsamlingen har skett genom en surveyundersökning och två samtal med medarbetare hos fallföretaget har legat till grund för utformandet av den enkät som delats ut via ett icke sannolikhetsurval digitalt via webben till 100 respondenter och fick en svarsfrekvens på 52 procent. En egenkonstruerad talangbedömningsmetod uppfördes för att identifiera talangegenskaper bland respondenterna. Detta talangvärde analyserades och jämfördes sedan med övriga frågor kring attityder till framtida arbetsgivare. Resultat/slutsatser: Av studien framgick att det går att identifiera talangegenskaper i en grupp studenter och att det finns stora skillnader mellan studenter i denna aspekt. Studien identifierade också flera skillnader och tendenser till skillnader mellan värderingarna av de med högre ansedd talang och de med lägre. De egenskaper som visade sig ha ett samband med "talang" var, sammanhållning mellan kollegorna på arbetsplatsen, att studenten delade värderingar med företaget och att utveckling och kompetensutveckling av företagets medarbetare var i fokus. Background: "There is a war for talent, and it will intensify" McKinsey Quarterly wrote back in 1998 and referred to the increased competition on the market of employers among talented and skilled employees who can help the company develop. The importance of human capital has been specifically noticed in today‟s many knowledge intensive companies, among them the accounting- and consulting businesses, in the mean time as demographical changes contribute to an increased trend of talent shortage. Generation Y is known as career hungry and active resume hunters. Because of that there is a fight between the employers to find and attract the talents among these, this could be done by developing an attractive employer brand and by knowing their target group, this could be done by acquiring knowledge about their preferences and what motivate them in their professional role. Purpose: "From a group of business students identify talent qualities, and explain which are the key factors that make an employer attractive from the considered 'talents' perspective." Research question: Which are the key factors when the considered "talents" choose their future employer? Methodology: The thesis has taken a primarily quantitative research design that takes a deductive focus. Further on the thesis takes an objectivistic ontological statement and a positivistic view of what knowledge is when it comes to epistemology. The gathering of data has been done through a survey and by two meetings with employees at the case company which have influenced the construction of the survey that has been distributed to a non probability sample as a digital survey online to 100 respondents. The answering frequency was 52 percent. A method for talent estimation has been developed by the authors to estimate the talent qualities among the respondents. These "talent scores" were analyzed och compared with the questions concern-ing attitudes to future employers. Research findings: From this study it was clear that talent qualities were possible to estimate and that there were big differences among students in this aspect. The study also identified several differences and tendencies to differences among the more talented group compared to the less talented. The properties that had a relation to "talent" were a unity among the employees at the company, that the student shared values with the company and that development and professional training of the employees were in focus of the company.

У статті наведено підходи до організування праці робітників виробництв із великою кількістю неоднорідних операцій (наприклад, інструментального виробництва). Основна складність у оцінюванні результатів роботи таких працівників полягає у відсутності стандартних, а отже виміряних та віднормованих операцій. Проведено аналіз основних мотиваційних чинників різних систем оплати праці на таких виробництвах. Розроблено процедуру для організування оцінки та оплати праці робітників відповідно до індивідуальної продуктивності праці. При цитуванні документа, використовуйте посилання http://essuir.sumdu.edu.ua/handle/123456789/24148 В статье приведены подходы к организации труда рабочих производств с большим количеством неоднородных операций (например, инструментального производства). Основная сложность в оценке результатов работы таких работников заключается в отсутствии стандартных, а, следовательно, измеренных и отнормированных операций. Проведен анализ основных мотивационных факторов различных систем оплаты труда на таких производствах. Разработана процедура для организации оценки и оплаты труда рабочих в соответствии с индивидуальной производительностью труда. При цитировании документа, используйте ссылку http://essuir.sumdu.edu.ua/handle/123456789/24148 The article presents approaches to the organization of labor in productions with a large number of dissimilar operations (eg, tool production). The major difficulty in assessing the results of such workers is the lack of standard, so measured and rated operations. There is shown the analysis of basic motivational factors of hourly and piece-rate pay systems for such productions. In the article there is developed the procedure for organizing the evaluation and pay system of workers according to individual productivity. When you are citing the document, use the following link http://essuir.sumdu.edu.ua/handle/123456789/24148

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]

Diplomskega dela smo se lotili, ker nas je zanimalo stanje zadovoljstva in motivacije v podjetju X. Ugotovili smo, kateri so najpomembnejši motivacijski dejavniki, ki vplivajo na motiviranost zaposlenih v podjetju X. Na podlagi rezultatov raziskave smo ugotovili, da je večina anketiranih z delom v podjetju zadovoljnih, kar je izjemno pomembno, kajti z delom zadovoljni posameznik predstavlja ključ do uspeha podjetja. Za podjetje je pomembno, da zadrži svoje zaposlene. To mu bo uspelo le, če se bodo posamezniki v njem dobro počutili. Za uspešno motiviranje je potrebno poznati potrebe zaposlenih, jim ponuditi privlačne nagrade in natančno zastaviti cilje njihovega dela, zagotoviti povezavo njihove ne/uspešnosti z nagradami, ustrezne povratne informacije o njihovem delu ter pravičnost in poznavanje sistema nagrajevanja. Ugotovili smo, da motivirati pomeni spodbujati ljudi k določenemu načinu dela z določenimi motivacijskimi dejavniki, da bodo opravili dane naloge dosledno, učinkovito in hkrati na podlagi lastnega interesa. Pogosto slišimo, da so ljudje največje bogastvo podjetja. Ljudje so tisti, po katerih se v konkurenčnem poslovnem okolju podjetja medsebojno najbolj razlikujejo. Ker je njihova učinkovitost precej odvisna od njihovega zadovoljstva, lahko rečemo, da zadovoljni zaposleni v današnjem času predstavljajo ključ do uspeha podjetja. We started this diploma thesis as we were interested in the levels of satisfaction and motivation in the company X. We have determined the foremost motivating factors which affect employees' satisfaction in this company. On the basis of the research results, we have found that most people we interviewed were satisfied with their jobs, which is highly important, as a satisfied worker represents the key to the company’s success. Therefore it is important for the company to retain its employees. This is only possible when individuals feel good when at work. Motivating employees successfully means the company has to be aware of the needs of its workers. It should offer the employees attractive incentives and set precise goals for their work. It should ensure that there is a connection between their performance and the rewards, an appropriate feed-back about their work, fairness and a transparent system of rewards. We have established that to motivate means to encourage people to work in a specific way with specific motivating factors in order for the employees to perform consistently, efficiently and at the same time be personally invested in their work. It can often be heard said that people are a company’s greatest asset. It is the employees who make the biggest difference in the competitive business environment. As a company’s efficiency very much depends on employee satisfaction we can say that nowadays a satisfied worker is the key to a company’s success.

V diplomski nalogi sem predstavila motiviranje in nagrajevanje zaposlenih v teoriji in nato še na podlagi praktičnega primera, in sicer podjetja Dolinšek-S, d.o.o. V današnjem času, ko je konkurenčna bitka na trgu neizprosna, se mora vsako podjetje potruditi, da čim bolje zadovolji potrebe in želje strank, predvsem pa svojih zaposlenih, saj so le-ti najpomembnejši element za doseganje dobrih poslovnih rezultatov. Zaposleni morajo biti zato ustrezno motivirani, saj so motivirani ljudje bolj zagnani za svoje delo, imajo drugačen odnos do dela, dosegajo boljše rezultate in posledično tudi podjetje bolje posluje. Usklajeni način motivacije in nagrajevanja zaposlenih predstavlja ideal vsakega podjetja. In diploma I presented motivation and rewarding of employees in theoretical and also in practical example on company Dolinsek-S, ltd. Within today's time, when competition on market is inexorable, the company needs to make an effort to satisfy the needs and desire of its customers and especially of its employees, because they are considered to be the most important element for achieving good business results of a company. Employees must be properly motivated, because motivated employees will have more elan for their work, have different attitude to their work, have better results and consecutively the company operates better. Adjusted method of motivation and rewarding of employees presents ideal of every company.

TEZ8129 Tez (Yüksek Lisans) -- Çukurova Üniversitesi, Adana, 2010. Kaynakça (s. 207-215) var. xxvii, 226 s. : res., tablo ; 29 cm. Motivation concept is closely related with performance and performance is one of the most important factors of success. Studies related with motivation are based on affecting the individual's behavior in order to achieve specified objectives. Motivation factors differ for construction employees from employees working in other industries due to the special characteristics of production in construction industry. Employers have to consider motivation factors regarding the industry conditions. Thus, during this study a questionnaire survey was undertaken in order to determine the factors affecting motivation of civil engineers and architects in Turkey. 118 civil engineers and architects completed the questionnaires and the results were analyzed by using statistically through the use of mean, standard deviation, coefficient of ariation, correlation coefficient. Factors affecting the motivation of employees were determined together with the ability of companies to satisfy these factors. Recommendation were then made accordingly. Motivasyon kavramı, performans ile yakından ilişkilidir. Performans ise, başarı adına gerekli olan en önemli etmenlerden birisidir. Motivasyon çalışmaları, bireylerin davranışlarını etkileme ve bu etki ile birlikte onu belirli amaçlar doğrultusunda harekete geçirme temeline dayanır. İnşaat sektöründe üretimin özelliğinden dolayı, sektör çalışanlarını motive eden faktörler, diğer sektör çalışanlarına göre farklılıklar gösterebilir. Bu aşamada yöneticiler, çalışanlarını motive eden faktörleri, sektörün getirdiği çalışma koşullarını da göz önünde tutarak değerlendirmek durumundadırlar. Bu çalışmada da, Türk inşaat sektöründeki inşaat mühendisleri ve mimarların motivasyonlarını etkileyen faktörlerin incelenmesi amacıyla hazırlanan bir anket çalışması, sektörde profesyonel olarak çalışan toplam 118 inşaat mühendisi ve mimara uygulanmıştır. Çalışmadan elde edilen veriler; ortalama, standart sapma, değişim katsayısı, korelasyon katsayısı gibi terimlerle istatistiksel olarak değerlendirilerek, çalışanların motivasyonlarını etkileyen faktörler ile bu faktörlerin çalışılan kurum/firma tarafından sağlanma dereceleri, önem sırasına göre tespit edilmiş ve çalışanların motivasyonlarının artırılabilmesi için öneriler sıralanmıştır. Bu çalışma Ç.Ü. Bilimsel Araştırma Projeleri Birimi tarafından desteklenmiştir. Proje No: MMF2009YL48.

Purpose: My purpose of this study was to examine the factors that motivate Swedes to travel to Egypt and Thailand. To answer the question, I have used two questions. What are the factors that motivate Swedes to travel to Egypt and Thailand? What is the motive for Swedes choose to travel to destinations such as Egypt and Thailand? Method: The method I am using is the qualitative method. The qualitative method has been processed through interviews of Swedish travelers, the Swedish travel agencies as well as Egypt and Thailand tourist agencies specializing in trips to Egypt and Thailand via phone and e-mail. Theory: The theory I am using are motivators and push-pull factors in achieving an understanding of the factors that influence choice for Swedes to travel to destinations such as Egypt and Thailand. Empiricism: The goal was to get a much more qualitative data from the response from the Swedish travel agencies, Egypt and Thailand tourist agency and Swedish travelers who have traveled to both of these destinations. Result: What I have come up with in my study is that the factors that motivate Swedish travelers to travel to Egypt and Thailand, is the warm climate, sun and sea, culture, variety, the cheap price situation and that there are activities for different age groups. This has led to the heat in both Egypt and Thailand has attracted Swedish travelers to travel to both destinations. The reason for this is due to the bad weather here in Sweden which includes the winter and snow. Syftet: Mitt syfte med uppsatsen har varit att undersöka vilka faktorer som motiverar svenskar att resa till Egypten och Thailand. För att besvara syftet har jag använt mig av två frågeställningar. Vilka är de faktorer som motiverar svenskar att resa till Egypten och Thailand? Vad är motivet till att svenskar väljer att resa till destinationer som Egypten och Thailand? Metod: Den metod jag har använt mig av är den kvalitativa metoden. Den kvalitativa metoden har bearbetats genom intervjuer av svenska resenärer, de svenska resebyråerna samt Egypten och Thailand turistbyråer som specialiserar sig på resor till Egypten och Thailand, via telefon och e-post. Teori: Den teori jag har använt mig av är motivationsfaktorer och push- pull faktorer för att uppnå en förståelse för vilka faktorer som påverkar valet för svenskar att resa till destinationer som Egypten och Thailand. Empiri: Målet var att få en mycket mer kvalitativ data från responsen från de svenska resebyråerna, Egypten och Thailand turistbyråer och svenska resenärer som har rest till båda dessa destinationer. Resultat: Det jag har kommit fram till i min studie är att de faktorer som motiverar svenska resenärer att resa till Egypten och Thailand är: det varma klimatet, sol och bad, kultur, dess variation, det billiga prisläget och för att det finns aktiviteter för olika åldersgrupper. Detta har lett till att värmen i både Egypten och Thailand har lockat svenska resenärer att resa till båda dessa destinationer. Anledningen till detta beror på det dåliga vädret här i Sverige som bland annat består av vinter och snö.

This research was conducted to establish and analyze motivation factors in wood processing and furniture manufacturing companies in the Republic of Croatia. Research was conducted during the year 2006 using method of survey. In three survey questionnaires total of 58 questions were asked. Total of 800 production workers and 60 management and administrative employees were surveyed in 3 companies. Most important factor for production workers were good social conditions, while for management and administrative employees the most important factor was good company reputation. Production workers were satisfied with employment assurance, while management and administrative employees were satisfied with employment assurance and good company name. Both, production workers and management are most displeased with their salaries and with possibilities for those salaries to grow. Production results are highly dependable on motivation factors, so this kind of research is necessary if wood processing and furniture manufacturing companies want to increase production results and competitive strength on the international market.

Since technological innovation is generally considered to be a major force in global economic growth, the development of innovative capabilities in developing countries has been a very important policy issue. Free/Libre Open Source Software (FLOSS) has reshaped software technology through the creation of developer/user communities which enabled the collaboration of different parties resulting in the production of Linux and similar software projects. FLOSS user/developer community networks serve not only as "learning, reviewing, and testing" environments for developers, but they may also act as innovation networks that contribute to the improvement of the innovative capabilities of individual developers within the community. Therefore, understanding the characteristics, the motivating factors and the innovative dynamics of these developer communities will provide valuable insight into how to improve the innovative capabilities of developing countries in relation to software.The aim of this paper is to explore the characteristics of FLOSS developer communities in order to discover what benefits they may offer developing countries in generating innovative capabilities related to software. By conducting a survey in the FLOSS user/developer community in Turkey, the demographic characteristics, motivation factors and innovative characteristics of the community are explored and the question of whether these communities may act as innovation networks is examined. It is concluded that FLOSS community networks mostly serve as knowledge sharing and collaboration platforms, however, they do have the potential to evolve into innovation networks if they receive support from the local software industry and academic institutions. Publisher's Version WOS:000287527800108

This research was conducted to establish and analyze motivation factors in wood processing and furniture manufacturing companies in the Republic of Croatia. Research was conducted during the year 2006 using method of survey. In three survey questionnaires a total of 58 questions were asked. A total of 800 production workers and 60 management and administrative employees were surveyed in 3 companies. The most important factor for production workers were good social conditions, while for management and administrative employees the most important factor was a good company reputation. Production workers were satisfied with employment assurance, while management and administrative employees were satisfied with employment assurance and good company name. Both production workers and management are most displeased with their salaries and with possibilities for those salaries to grow. Production results are highly dependable on motivation factors, so this kind of research is necessary if wood processing and furniture manufacturing companies want to increase production results and competitive strength on the international market., Istraživanje u ovom radu odnosi se na ispitivanje i analizu motivirajućih čimbenika u poduzećima prerade drva i proizvodnje namještaja u Republici Hrvatskoj. Istraživanje je provedeno tijekom 2006. godine metodom anketiranja. U tri anketna upitnika postavljeno je ukupno 58 pitanja. Ukupno je anketirano 800 proizvodnih djelatnika i 60 djelatnika upravnog i administrativnog osoblja u trima tvrtkama. Najvažniji motivirajući čimbenici među proizvodnim djelatnicima su dobri socijalni uvjeti, dok je kod menadžmenta to uglavnom dobro ime tvrtke. Proizvodni djelatnici zadovoljni su sigurnošću zaposlenja, dok su djelatnici u menadžmentu zadovoljni sa sigurnošću zaposlenja i reputacijom tvrtke. I proizvodni djelatnici i administrativno osoblje najnezadovoljniji su svojim prihodima i mogućnošću njihova rasta. Rezultati proizvodnje u mnogome ovise o motivirajućim čimbenicima, pa je stoga ovakvo istraživanje nužno ako se želi povećati rezultate proizvodnje i konkurentnost prerade drva i proizvodnje namještaja na međunarodnom tržištu.

A introdução das Tecnologias de Informação e Comunicação (TIC) na educação tem provocado algumas alterações na forma como os docentes promovem o seu desenvolvimento profissional. As ferramentas das TIC possibilitam a constituição de comunidades online de professores, cujos objectivos são a partilha de saberes e de experiências na construção do conhecimento e na inovação das práticas. Elaborado no âmbito da Unidade Curricular de Educação a Distância do Programa Doutoral em Multimédia em Educação (Universidade de Aveiro), este artigo tem como principal objectivo a apresentação de uma revisão bibliográfica sobre os factores críticos de sucesso inerentes a comunidades de prática online de professores. Aspectos como a tecnologia, a confiança, a capacidade de comunicação, a socialização, o tempo, a liderança, o sentimento de pertença, o entendimento comum surgem como elementos determinantes para o êxito destas comunidades. Information and Communication Technology (ICT) in Education has been responsible for some changes in the way teachers enhance their professional development. ICT tools allow the creation of teachers’ online communities, with the aim of being able to share information, knowledge creation, best practices and practical innovations. This paper was developed to support the goals of the Curricular Unit “Educação a Distância”(Aveiro University), and its major purpose is to present a bibliographical review about critical factors of success inherent to a teachers’ online Community of Practice (CoP) such as technology, confidence building, communication capacity, socialization, time, leadership, sense of belonging and common understanding. The review of several theoretical and empirical sources has revealed that those factos might have a double edge, in the sense that they may work first as barriers to success of a teachers’ online CoP, but will evolve as eventual motivational factors. info:eu-repo/semantics/publishedVersion

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.

En intervjustudie genomfördes på ett urval av åtta kadetter, studerande på Försvarshögskolans taktiskt-operativa officersprogram. Kadetterna hade alla en gemensam bakgrund från grundutbildningen likväl som från en internationell insats. Den semistrukturerade intervjun syftade till att finna de faktorer vilka påverkade dem att söka internationell tjänst och officersutbildning. Resultatet av studien visade att det var en mängd motivationsfaktorer vilka samverkade för att de intervjuade skulle söka internationell tjänst och sedan officersutbildningen. Motivationsfaktorerna kunde delas in i två kategorier, nödvändiga motivationsfaktorer och engagerande motivationsfaktorer. De nödvändiga motivationsfaktorerna måste alla vara uppfyllda för att individen skall vilja åka på internationell tjänst eller genomföra officersutbildning. Dessa faktorer bygger i huvudsak på tillit till egna, kollegornas och förbandets förmågor samt på familjens acceptans. Om en av de nödvändiga motivationsfaktorerna inte är uppfyllda spelar det ingen roll om de engagerande faktorerna finns där, beslutet att genomföra ovanstående blir sannolikt inte av. De engagerande motivationsfaktorerna krävs däremot för att ett beslut om genomförande skall fattas. Dessa engagerande motivationsfaktorer är däremot oberoende av varandra och kan verka var och en för sig eller tillsammans. Nämnda motivationsfaktorer består av förbandsanda, kamratskap och personlig utveckling. Försvarsmakten kan påverka samtliga motivationsfaktorer. För att denna påverkan skall var möjlig krävs det välutbildade och yrkesskickliga officerare vilka minst har de nödvändiga motivationsfaktorerna tillfredställda. En adekvat officersutbildning och förebilder inom officerskåren, på alla nivåer samt ett genomtänkt anhörigstöd utgör grundförutsättningar för detta. A field survey has been made on a selected group of cadets, studying on the Swedish Defence College officers training program. All of the cadets had a common military background, both from basic training as from military service abroad. The purpose of the survey was to find the motivation factors which led to the cadet’s choice to serve in the abroad service and thereafter commence officers’ training school. The result of the essay showed that there were a number of motivation factors which worked together. The motivation factors could be separated into two categories, necessary motivation factors and committed motivation factors. The necessary motivation factors has to be satisfied in order to get the will to apply for abroad service or to commence officers training. These factors consists mainly of the factors, trust - regarding own skills, trust - concerning the skills of your colleagues, officers and your unit, and on the cadets family’s acceptance. The committed motivation factors consists mainly of three factors, personal development, companionship and discipline/fighting spirit. The committed motivation factors has to be satisfied in order to make the decision to serve in the abroad service and to commence the officer’s training school. However, it is enough if only one of these factors are satisfied to make the decision. The Swedish armed forces are able to influence all of these factors. In order to make this possible the officers has to be well trained and have excellent skills in the military trade. They also need to have the necessary motivation factors satisfied. An adequate officers training, role models within the body of officers on all levels and an adequate support to the families of the soldiers and officers are basic factors in order to achieve this.

Syfte: Syftet med studien är att ge rekommendationer till organisationen Riksförbundet Sveriges Unga Katoliker (SUK) om hur de kan bevara kontinuiteten inom förbundet. Rekommendationerna tillkommer genom analys av hur SUK kan ta vara på den tysta kunskapen som finns hos deras anställda och frivilliga medarbetare, samt vilka faktorer som motiverar till ett frivilligt ledarskap. Metod: Fallstudien har en kvalitativ ansats med inslag av kvantitativa antydningar. Två intervjuer har genomförts med anställda på SUK, samt en via e-post med ytterligare en anställd. En mindre enkätundersökning har genomförts bland ideella ledare inom Stockholmregionen i SUK. Teori: Detta kapitel börjar med en överblick över definitioner av tyst kunskap och därefter följer tvåfaktorsteorin som är en motivationsteori. Detta avsnitt redovisar teorier från Polanyi, Nonaka, samt Herzberg. Empiri: I detta avsnitt presenteras den data som samlats in genom SUK:s hemsida, intervjuer, samt den mindre enkätundersökningen. Analys: Under denna del analyserar vi det material som samlats in under empiri avsnittet med hjälp av de teorier som presenterats i teoriavsnittet. Data från intervjuerna ställs mot teori om tyst kunskap och enkätundersökningens resultat analyseras med hjälp av Herzbergs tvåfaktorsteori. Slutsats: De viktigaste slutsatserna är att SUK bör bevara organisationens tysta kunskap genom att ta fram ett symboliskt organisationsspråk i form av lathundar och mallar. Kommunikationen inom organisationen måste förbättras, och SUK bör införa en praktisk del i ledarutbildningen, som också kan fungera som en överföring av tyst kunskap. Fortsatt slutsats är att motivationsfaktorerna avancemang och prestation är viktigast både enligt SUK:s frivilliga arbetare och anställda. SUK bör ta hänsyn både till motivationsfaktorer och hygienfaktorer, då båda är viktiga för att skapa kontinuitet. Purpose: The purpose of the essay is give the association Sweden's Young Catholics recommendations how to maintain the contingency within the organization. The recommendations arises through analysis about how Sweden's Young Catholics can preserve the tacit knowledge that the employees and volunteers have, and which factors motivates to volunteer leadership. Methology: For this case study we have used a qualitative method with a touch of a quantitative method. We did two interviews with employees and one through e-mail with another employee. We also did a minor poll with volunteers in the Stockholm region in Sweden's Young Catholics. Theoretical perspective: This chapter starts with an overview over different definitions of tacit knowledge and there after a theory about motivation. This chapter illustrates theorys by Polanyi, Nonaka, and Herzberg. Empiric: This chapter declares material and interviews made for this thesis. Material about the organization from the website for Sweden's Young Catholics, the interviews about tacit knowledge and the poll about motivation. Analysis: In this section we analyse all the material and interviews collected in the empiric section with help of the theories from the theoretical chapter. The interviews with the tacit knowledge and the poll with help of Herzberg's theory. Conclusion: The most important conclusion is that Sweden's Young Catholics should keep their tacit knowledge by developing a symbolic organizational language in shape of reference guides. The communication in the organization also has to improve and Sweden's Young Catholics should have a practical part in their leadership course which also can serve as a transfer of tacit knowledge. Other conclusions are that the most important motivation factors is promotion and performance according to both employees and volunteers. Although Sweden's Young Catholics should take both motivation factors and hygiene factors in their consideration, because they are both important for keeping the contingency in the organization.

U ovom radu analizirani su motivirajući čimbenici u poduzećima za preradu drva i proizvodnju namještaja u Republici Hrvatskoj. Istraživanje je provedeno tijekom 2006. godine metodom anketiranja. U tri anketna upitnika postavljeno je ukupno 58 pitanja. Upitnik A sadržavao je 22 pitanja o važnosti čimbenika motiviranosti na poslu, upitnik B oubhvaćao je 22 pitanja o zadovoljstvu na radnome mjestu, dok je upitnik C imao pitanja o odnosima unutar radnog okruženja. Ukupno je anketirano 800 proizvodnih djelatnika i 60 djelatnika upravnoga i administrativnog osoblja u tri tvrtke za preradu drva i proizvodnju namještaja. Proizvodni djelatnici zadovoljni su sigurnošću zaposlenja, organizacijom radnog mjesta i aktivnošću na radnome mjestu, dok su djelatnici u menadžmentu zadovoljni sigurnošću zaposlenja, nadređenima i reputacijom tvrtke. I proizvodni djelatnici i administrativno osoblje najnezadovoljniji su svojim prihodima i mogućnošću njihova rasta. Rezultati proizvodnje umnogome ovise o motivirajućim čimbenicima. Stoga su ovakva istraživanja potrebna ako želimo li povećati konkurentnost u preradi drva i proizvodnji namještaja na međunarodnom tržištu., This paper analyzes motivation factors in wood processing and furniture manufacturing companies in the Republic of Croatia. Research was conducted during 2006 using the method of survey. In three survey questionnaires a total of 58 questions were asked. Questionnaire A consisted of 22 questions regarding the importance of particular motivation factors at work, questionnaire B consisted of 22 questions regarding the satisfaction of employees at work, while questionnaire C consisted of questions regarding relationships among employees in the work environment. A total of 800 production workers and 60 management and administrative employees were surveyed in 3 companies of wood processing and furniture manufacturing. Production workers found good social conditions, employment assurance and work time organization to be the most important factors, while for management and administrative employees the most important factors were good company reputation, good internal relationships and employment assurance. Production workers were satisfied with employment assurance, job organization and workplace activity, while management and administrative employees were satisfied with employment assurance, superiors and good company name. Both, production workers and management were most displeased with their salaries and with possibilities to increase these salaries. Production results are highly dependable on motivation factors, so this kind of research is necessary if wood processing and furniture manufacturing companies want to increase the production results and competitive strength in the international market.

The main goal of my bachelor work is to analyse staff motivation and assessment in one chosen firm. The existent system of employee{\crq}s motivation was analyzed for initial determination of the motivation level. I suggested some ways how to better the situation in the company and make the emplyees satisfied.

This study attempts to look into and discuss if there are motivation factors involved when trying to achieve a seeond language, which might effect the acquisition in any direction. The education provided in Halmstad in Swedish as a seeond language is also studied on bases of the IDs (Individual Differences) that might occur. The study is carried out by interviews with eight informants. The interviews are analyzed and the results, which support previous research in the area, are presented; and finally, in the conclusion part, suggestions for future research are given, along with propos als on how to expand a study in this area.

The purpose of this graduation theses with the title {\clqq}Analysis of motivation and remuneration system of employees`` was to make the analysis of remuneration system and motivaton factors in the company Tagrea, a.s. It was studied professional letters with questions of motivation and remuneration systém of employees.Next it was made analysis of remuneration system in the company Tagrea, a.s. and provision of benefits. Next it was carried out the indexation of wage imcrease in the company and in the region in the same date. Next informations for analysis of motivation factors were prosper from questionnaire.From the analysis was made out, that in the company Tagrea, a.s. is remuneration system elaborated and the care of employees too.

The article analyses the problem of teachers‘ motivation. The continuous change in the teaching process alters the comprehension and principles of teaching substance. Every education organization is unique, having its own culture. Therefore, only the employees‘ ability to work creatively and innovatively influences the successful work of a school. The requirements of education reform motivate the teachers‘ and leaders‘ creativity and initiatives. However, only by solving the means of motivation correctly the teachers will be purposefully involved into the processes of school activity. The applied methods of analysis were analysis of scientific literature and documents, expert interview, analysis and interpretation of the research results. The article presents an overview of scientific literature. In addition, the results of the research may be applied in improving the school activity, motivating teachers for more effective work by considering the satisfaction of employees‘ needs. The research revealed the essential factors influencing teachers‘ motivation in schools.

Tez (Yüksek Lisans) -- İstanbul Teknik Üniversitesi, Fen Bilimleri Enstitüsü, 2006, Thesis (M.Sc.) -- İstanbul Technical University, Institute of Science and Technology, 2006, Bu tez çalışmasında işverenlerin çalışanlarına bireysel emeklilik planı yaptırmaları ve onlar adına katkı paylarını yatırmalarının çalışanların iş tatminini nasıl etkilediğini bulmak hedeflenmiştir. Sürecin ilk aşamasında iş tatminini etkileyen ve şirketler tarafından sunulan diğer motivasyon faktörleri ortaya konmuştur. Tüm bu faktörlerin çalışanların tatmin düzeylerini nasıl etkilediklerini bulabilmek için farklı sektör ve şirketlerden çalışanlara danışılmıştır. Analiz aşamasında, faktör analizi ve ortalama tatmin düzeylerinin bulunması için SPSS 11.0 programı kullanılmıştır. Ele alınan motivasyon faktörleri kümelenmiş ve beş farklı küme elde edilmiştir. İşverenlerin bireysel emeklilik planı yaptırmasının, çalışanlarına sağladıkları kurumsal sağlık ve yaşam sigortalarını içeren ek kazanç paketleriyle aynı kümede yer aldığı görülmüştür. Aynı zamanda diğer pek çok faktöre göre iş tatmini üzerinde daha çok etkili olduğu ortaya konmuştur. Ayrıca, henüz çok yeni bir sistem olmasına rağmen araştırma grubunun yaklaşık yarısının bireysel emeklilik planına sahip olduğu gözlemlenmiştir., Aim of this thesis is to find the effect of occupational pension on job satisfaction. In the first stage of the process, motivation factors affecting job satisfaction are determined. To find out how these factors affect job satisfaction, a survey was made to employees from different companies in various sectors. In the analysis stage, SPSS 11.0 was used for factor analysis and to find the mean satisfaction levels. Motivation factors are clustered and five different sets are gotten. Occupational pension took place in the same set with the benefit packages including organizational health and life insurances. Besides this, occupational pension was much more effective on job satisfaction than the other quite a few factors. Also, although it’s a very new system in Turkey, it’s seen that almost the half of the employees that are surveyed have private pension plans., Yüksek Lisans, M.Sc.

Balıkesir Üniversitesi, Sosyal Bilimler Enstitüsü, İşletme Ana Bilim Dalı, Günümüz yönetim anlayışında örgütlerin başarısında en önemli rolü oynayan unsur insanların beceri ve yeteneklerinin sürekli geliştirilmesidir. İnsanların gelişmeye açık olması, örgütlere motivasyon yöntemlerini uygulayarak daha etkin ve verimli olma fırsatını vermektedir. Böylece kendini gerçekleştirme ihtiyacını karşılayan bireyler yaptıkları işten daha fazla tatmin olma ve gurur duyma imkanına kavuşurlar. Örgütler ise, teknolojinin hızla geliştiği, yeni iş yöntemlerinin ortaya çıktığı, işgören motivasyon faktörlerinin çoğalıp çeşitlendiği şartlarda çalışanlarını sürekli dinamik, tatminkar ve örgütün gelecekteki taleplerine hazır tutabilirler. Ayrıca hızlı rekabet şartlarına uyum sağlanabilir. Bu araştırma ile, bir örgütte motivasyonun önemi ve örgüt çalışanlarını motive eden faktörleri bulmak amaçlanmıştır. Bu faktörlerden biri olacağı varsayılan "Toplam Kalite Yönetimi"nin "motivasyon" üzerindeki etkisi incelenmiştir. Çalışmada, mobilya ve gıda olmak üzere iki farklı sektöre yönelik uygulamalı bir araştırma yapılmıştır. Çalışmada araştırmacı tarafından geliştirilen anket formu ile toplanan veriler değerlendirilmiştir. Analizler sonucunda "Toplam Kalite Yönetimi"nin sosyo-psikolojik ve örgütsel - yönetsel motivasyon faktörlerinden sağlanan doyum üzerinde etkili olduğu bulunmuş, ancak ekonomik motivasyon faktörlerinden sağlanan doyum üzerinde aynı etkiye rastlanamamıştır. Bu ilişkiyi ortaya çıkarmak amacıyla korelasyon ve regresyon analizleri yapılmıştır. Ayrıca motivasyon faktörlerini incelerken ki-kare, varyans ve frekans analizleri ile değişkenlerin ortalama ve standart sapma değerlerinden de yararlanılmıştır., In the today management approach, the most important role in the success of organizations is continuous devolopment of human ability and skills. Human who are open to development, gives motivation methods opportunity to organizations which is important for efficiency and productivity. Result of this, persons enjoy and proud of their job. On the other hand, organizations with high development of technology and new production methods makes human continuously dynamic and satisfactory which can be readily avaliable for the future needs of organizations. Also, it can be used efficiently and compettively. The purpose of this research is to find the factors which motivate the organization workers and importancy of motivation. The impact of "Total Quality Management" on "motivation" which is thought as one of these factors, is examined. In this study, a survey was conducted on the two different sector which contains furniture and food industry. Data of the survey was collected by a questionnaire developed by the researcher. The results of the analysis demonstrated that "Total Quality Management"has an impact on the satisfactory taken from social-psychological and organizational-managerial motivation factors but, there isn't found the same impact on the satisfactory taken from economical motivation factors. A correlation and a regression analysis have been utilised in order to see this effect. Also, chi-square, varyans and frequency analyses with the value of mean and standard deviation of the variables are used to examine motivation factors.

This study tends to quantify some differences of developed and developing countries in the field of human resources. Due to different social and cultural milieus, no global solution is available to fit each country. This fact necessitates a special examination for countries according to their cultural context. In this part of the study, the cultural and social influential elements of the working force in a developing country were examined. The specific elements of satisfaction and production driving force with accordance with the motivation factors were defined. Variables that are most associated with individual performance, behavior and social structure that govern the inter-personnel relations were specified.