How Culture and Motivation Interacts?: – A Cross-Cultural Study

Motivating workers is important for any business aiming to be successful. Nevertheless, the technique of motivating isn’t simple because of the diversity of individual’s needs. The task has been made even more complicated because personalized needs have changed lately. For example, in many circumstances financial compensation isn’t regarded as the main motivational factor of employees. Thus, many other motivational practices have been formulated, that consider such issues as the work environment and the job itself.This dissertation is a comparative study between Sweden and Finland. The research has an aim of exploring how corporate culture impacts the application of motivational practices in the Information Technology industry. Based on the findings gathered from two organizations, Sasken Finland Oy and SYSteam, culture does affect the choice of motivational practices. The issue of how culture affects, relies on whether corporate culture is task or person-oriented….

Contents: How Culture and Motivation Interacts?: A Cross-Cultural Study

1. Introduction
1.1. Background Of The Study
1.2. Research Question
1.3. Research Objectives
2. Research Considerations
2.1. Choice Of Subject
2.2. Theoretical Preconceptions
2.3. Theory Of Knowledge
2.4. Scientific Approach
2.5. Choice Of Research Method
2.6. Bias Of The Research Method
2.7. Collection Of Theories And Secondary Sources
2.8. Criticism Of Secondary Sources
3. Theoretical Framework
3.1. National And Regional Culture
3.1.1. Regional Culture
3.1.2. National Culture In Organization
3.2. Industry Culture
3.2.1. Information Technology Industry / Culture
3.3. Corporate Culture
3.3.1. Past And Present
3.3.2. Definition And Discussions
3.4. Work Motivation
3.4.1. Motivation And Individuals
3.4.2. Motivational Theories
3.4.4. Innovative Motivational Practices
3.5. Job Satisfaction
4. Conceptual Framework
4.1. Development Of The Conceptual Framework
4.2. Environmen
4.2.1. National & Regional Culture
4.2.2. Industry Culture
4.3. Corporate Culture
4.4. Work Motivation
4.5. Job Satisfaction
5. Data Collection
5.1. Design Approach
5.2. Selecting Respondents
5.3. The Data Collection Approach
5.4. The Sample
5.5. Guide Design
5.6. Bias
5.7. Criticism Of Primary Sources
5.8. Limitations To The Empirical Study
6. Presentation Of The Empirical Data
6.1. Presentation Of The Companies
6.2. Interview With The Manager(S)
6.2.1. Corporate Culture
6.2.2. Work Motivation
6.2.3. Motivational Practices
6.2.4. Job Satisfaction
6.3. Interview With The Employee
6.3.1. Corporate Culture
6.3.2. Work Motivation
6.3.3. Motivational Practices
6.3.4. Job Satisfaction
7. Analysis
7.1. Overview
7.2. Sasken Finland Oy
7.2.1. Environment
7.2.2. Corporate Culture
7.2.3. Motivation And Motivational Tools
7.2.4. Job Satisfaction
7.3. Systeam
7.3.1. Environment
7.3.2. Corporate Culture
7.3.3. Motivation And Motivational Tools
7.3.4. Job Satisfaction
7.4. Final Considerations
7.5. Lessons Learned
8. Conclusion
8.1. Restatement Of The Research Questions
8.2. Final Statement And Discussions
8.3. Suggestion For Future Research
9. Truth Criteria
9.1. Measurement In Qualitative Research
9.2. Reliability And Validity
9.2.1. Reliabilit
9.2.2. Validity
Reference List…

Source: Umea University

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