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Facilitering och Motivation: Hur påverkar facilitering motivationen hos chefer vidarbete med kompetenssäkring
University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
2014 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesisAlternative title
Facilitation and motivation : How does the facilitation affect motivation among managers when securing competence (English)
Abstract [sv]

Studien syfte var att undersöka om facilitering som metod kunde skapa en social kontext som höjer Intrinsic Motivation hos chefer vid arbetet med kompetenssäkring. Studien genomfördes i en offentlig organisation och deltagarna bestod av första linjens chefer. I studien användes både en kvalitativ och en kvantitativ metod i form av en enkät som skickades via mail till deltagarna. Studien vände sig till 35 personer varav sex svarade på enkäten som bygger på WEIMS-test om Extrinsic och Intrinsic Motivation utifrån Self-Determination Theory. Andra teoretiska ramar som studien rör sig inom är Ersättningsplanering vilket är en teori för hur arbetet med kompetenssäkring utifrån den formella kompetens som organisationen behöver, teorier om facilitering som är en metod som används vid till exempel medling eller vid möten, samt motivationsteorier som Vrooms Expectancy Theory. Resultatet av studien påvisar utifrån de svarande inte på några förändringar i Intrinsic eller Extrinsic Motivation dock visar resultatet på en något negativ förhöjd nivå av variabeln Amotivation vilket innebär lägre motivation för arbetet med kompetenssäkring. Studien kunde dock inte påvisa om facilitering bidragit till att behålla den nivå av Intrinsic Motivation deltagarna hade, därför hade vidare forskning om faciliteringen där den effekten blivit synlig varit intressant att studera

Abstract [en]

The purpose of the study was to investigate if facilitation as a method would create a social context that increases Intrinsic Motivation among managers in work with securing competences. This study was conducted in a public organization and the participants consisted of first line managers. The study is approached in both a quantitative and a qualitative form and consisted of a survey that was emailed to each of the participants. The survey turned to 35 managers from which six responded on the survey that was drawn from WEIMS-test regarding Extrinsic and Intrinsic Motivation and based on Self-Determination Theory. Other theoretic frameworks that the study touched upon in its work was Replacement planning theory which is a theory of how work with competence securing regarding formal competence, theories about facilitation which is a method that is used in mediation or at meetings and motivation theories such as Vroom’s Expectancy Theory. The results of the study demonstrate the participant didn’t shown any change in Intrinsic or Extrinsic Motivation, however, the result shows a slightly negative level of the Amotivation variable which means a lower motivation for work with competence securing. The study did not demonstrate whether facilitation helped to maintain the level of Intrinsic Motivation the participants had; therefore, further

Place, publisher, year, edition, pages
2014. , 16 p.
Keyword [en]
Intrinsic, Motivation, Facilitation, HRM, SDT and work
Keyword [sv]
Intrinsic, Motivation, Facilitation, HRM, SDT och work
National Category
Psychology
Identifiers
URN: urn:nbn:se:hv:diva-6476Local ID: EXM500OAI: oai:DiVA.org:hv-6476DiVA: diva2:733211
Subject / course
Psychology
Educational program
Personalvetarprogrammet
Supervisors
Examiners
Available from: 2014-07-08 Created: 2014-07-08 Last updated: 2014-07-08Bibliographically approved

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