Hvordan motiveres, ledes og fasthol-des videnmedarbejdere med fokus på kreative resultater?

Heidi Elisabeth Hansen

Student thesis: Master thesis

Abstract

Our society has changed from being a production society into a knowledge-based society - companies around the world are competing on knowledge. The knowledge workers within these companies are producing more or less creative solutions. There-fore the main focus of interest in this thesis is to create a comparative analysis of mo-tivation theories from a humanistic psychological approach compared to theories from a behavioristic approach within the creativity literature. Through this thesis I find that there exist a lot of opposing opinions on how to moti-vate employees to be creative. Within the humanistic psychological approach, there is a clear resistance towards the use of rewards. Whereas the behavioristic approach is arguing that reward has more meaning than solely recognition and that it is possible to use rewards in training the employees in knowing, which dimensions such as diver-gent thinking is good for creative results. Despite the opposing opinions, theories from both psychological approaches could agree on the importance of feedback. Moreover I compared the different opinions from humanistic and behavioristic psychology about the influence of the work envi-ronment. Here I find that there are as many different opinions and that there is internal disagreement within the humanistic psychological approach as to whether the work environment influences an individual’s motivation and creativity. As the final point within the comparative analysis of motivation I discussed the theories applicability in a work context and I found that there exist difficulties regarding the fact that the theo-ries are built upon studies of children and young persons. Additionally the analysis also includes a perspective on how to manage knowledge workers. Here I found that knowledge workers need a supportive management who gives them space to be creative and also makes sure that their creativity is not limited because of bureaucratic challenges. In regard to this I found that even though knowledge workers need space to be creative, it is okay for the leader to set bounda-ries. Furthermore I wanted to analyze on how to retain employees and why it is becoming harder. I found that retention is an issue because younger knowledge worker genera-tions are more committed to their profession than to their employer.

EducationsMSc in Psychology, (Graduate Programme) Final Thesis
LanguageDanish
Publication date2013
Number of pages89