Browsing by Subject "motivation"

Now showing 1 - 3 of 3
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    Aural training at a selected tertiary institution in South Africa, 2015-2019: Student perspectives, motivation and problem-solving strategies
    (2020) van Zyl, Silvia; Herbst, Anna
    “Aural training” forms a vital component of conventional music education and practice and has done so for a considerable amount of time, yet it remains a difficult area with regards to student engagement in its practice and application both at school and university level. Apart from extensive scholarly debates on approaches to and methodology of aural education, a crucial issue in need of addressing deals with the student experience on a cultural, environmental and psychological plane. Despite a long-standing history of approaches, methods and concepts having been proffered in advancing aural education, their success rests on the student being reachable, engageable, willing, autonomously motivated and possessing an effective set of problem-solving strategies. This study investigated student perception, motivation and problem-solving strategies in the aural courses at the South African College of Music, University of Cape Town. A mixed methods approach was adopted including semistructured interviews, a questionnaire-based survey and a brief comparative statistical analysis of student aural and theory marks over a five-year period. The theoretical framework adopted for this study consist of merging Embodied Cognition Theory, Dynamic Systems Theory and Self-determination Theory. Participants included current students enrolled in the Aural Intro, Aural I and Aural II courses as well as current tutors, former tutors and other professionals in this field. Findings with possible relevance outside of this demarcated study range from the variance in music education background of incoming students to a lack of problem-solving strategies, exercising various degrees of influence over student perception and motivation and thus directly impacting the effectiveness of an aural education system.
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    Dikakapa everday heroes - African journeys to success
    (2013) Xulu, Khethelo; Kiravu, Agano; Nofemela, Andile; Ndlovu, Hlumani; Moholisa, Retsilisitsoe; Abera, Aron
    This book, Dikakapa Everyday Heroes: African journeys to success, is the proud initiative of a social intervention project called Dikakapa: Every-day Heroes. "Dikakapa Everyday Heroes: African journeys to success" is a collection of short personal stories by young Africans. In the book, the authors exercise self introspection and examination to reflect on how they navigated the formal education system (matric and/or tertiary level) to emerge as winners in their chosen career paths. It is a motivational tool for those aspiring to join tertiary institutions and is an invaluable resource for new university entrants who often struggle to balance their new found independence with the demands and discipline that varsity requires.
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    Financial vs Non-Financial Gifts and Workers' Performance: An Experimental Analysis of Reciprocity in the Workplace
    (2021) Thompson, Megan; Schlechter, Anton
    Background and research orientation, rationale and objectives. Gift giving or reciprocity is widely used in organisations as an attempt to further improve employee performance and productivity, which is ultimately believed to result in higher levels of organisational performance and success. Reciprocity theory, or the gift exchange view, assumes that employees and organisations pursue that which is in their own material self-interest. Reciprocity research is, however, still largely dominated by research focusing on the impact of financial rewards, despite major reward theories, models and approaches that increasingly emphasise the importance of both financial and non-financial rewards in attraction, employee engagement or motivation and retention. The aim of the current research study was to investigate the extent to which employees reciprocate discretionary effort, as indicated by higher levels of productivity, after receiving either a financial or non-financial gift or reward. Moreover, the impact of receiving either a financial or non-financial reward on perceived levels of both employee motivation and job satisfaction was measured, as well as to determine reward preference which was considered more motivating and satisfying. Research approach. The present study made use of an experimental research approach, more so, a controlled field experiment in a naturally occurring work environment. Both quantitative and qualitative data were collected from employees to measure their perceived levels of motivation and job satisfaction. Productivity data was provided by the organisation employing the employees to determine the impact of the financial or non-financial reward. Composite questionnaires consisting of open-ended questions and Likert-type questions were distributed using a convenience, non-probability sampling approach. All completed questionnaires, along with the provided productivity data, were analysed using descriptive statistics, inferential statistics and content analysis. Main findings. Results of the research study indicated a significant difference in employees perceived level of motivation and job satisfaction after receiving a financial or non-financial gift. Thus, employees experienced greater levels of motivation and job satisfaction after receiving a financial or non-financial gift. Results furthermore showed that employees were more productive after receiving the gift, although the productivity did not shift any different whether they received the financial or non-financial gift. Thus, employee reciprocated discretionary effort after receiving a gift. A statistically significant association was found between the gift employees received and the gift they desired, with the likelihood of receiving a particular gift and desiring that specific gift not being random, but rather due to psychological feelings of appreciation.