Motivation Levels and Goals for the Practice of Physical Exercise in Five Different Modalities: A Correspondence Analysis

The identification of the practitioner’s profile regarding their motivation level for physical exercise engagement could be a behavioral strategy to increase exercise adherence. The present study investigates the associations between motivation levels, modalities practiced, and goals concerning the practice of physical exercise among physical exercise practitioners. A total of 100 physical exercise practitioners, of which 67 were women, took part in this study. The participants were engaged in extreme fitness program, strength training, fight training, Pilates, and functional training. Motivation level (BREQ-3) and expectations regarding regular physical exercise (IMPRAF-54) were assessed. A multiple correspondence analysis demonstrates preferential relationships between descriptive and non-inferential variables. Strength training and fight training practitioners seek these modalities with the goals of “Health” and “Aesthetics,” demonstrating low autonomy in relation to the behavior for the practice of physical exercise. Extreme conditioning program and functional training practitioners have as goal “Pleasure,” demonstrating medium and high levels of autonomy for such practice and Pilates practitioners have the goal of “Stress Control.” To promote and encourage the regular practice of physical exercise, this strategy could be used to take actions that increase the public’s intention to start or continue in a physical exercise program.

ANALISIS KINERJA PETUGAS DIINSTALASI RADIOLOGI RUMAH SAKIT LANCANG KUNING PEKANBARU

Sumber daya manusia yang ada di Instalasi Radiologi Rumah Sakit Lancang kuning Pekanbaru masih belum memadai,pendidikan dan pelatihan yang masih jarang dilakukan serta kurangnya motivasi yang diberikan kepada petugas dan SOP yang belum dilaksanakan secara maksimal. Tujuan dari penelitian ini adalah untuk diketahuinya Analisis Kinerja Petugas DiInstalasi Radiologi Rumah Sakit Lancang Kuning Pekanbaru Tahun 2020. Penelitian ini merupakan penelitian deskriptif dengan pendekatan metode kualitatif. Informan penelitian berjumlah 4 orang yaitu Informan Utama terdiri dari Kepala Ruangan Radiologi dan Petugas Radiologi dan Informan Penunjang yaitu Direktur Rumah Sakit dan Kepala Bidang Pelayanan Medik atau Penunjang Medik. Hasil penelitian diketahui jumlah SDM yang ada masih belum memadai dan perlu adanya penambahan lagi, pendidikan dan pelatihan hanya berupa seminar-seminar saja karna tidak adanya dana dari rumah sakit untuk melaksanakan pelatihan, motivasi yang diberikan atasan hanya berupa arahan saja tidak diberikan bonus, reward atau insentif kepada petugas, SOP di Instalasi Radiologi sudah ada dan sudah berjalan walaupun belum 100% karena masih terdapat kendala pada alatnya. Diharapakan SDM di Instalasi Radiologi ditambah dan diberikan pelatihan dan pendidikan sesuai kebutuhan, serta peningkatan motivasi kepada petugas. The existing human resources in the Radiology Installation of LancangKuning Hospital in Pekanbaru are still inadequate, education and training are still rarely done as well as the lack of motivation given to officers and Standar Operasional Prosedur that have not been carried out to the fullest. The purpose of this research is to know the Performance Analysis of Radiology Installation Officer at LancangKuning Hospital Pekanbaru in 2020. This research is a descriptive study with a qualitative method approach. There were 4 research informants, namely the Main Informant consisting of the Head of the Radiology Room and Radiology Officers and Supporting Informants, namely the Hospital Director and the Head of Medical Services or Medical Support. The results of the study revealed that the number of existing human resources was still inadequate and there was a need for more additions, education and training were only in the form of seminars because there was no funding from the hospital to carry out training, motivation given by superiors was only in the form of directives, not given bonuses, rewards or incentives to officers, Standar operasional prosedur in Radiology Installation already exists and is already running even though it is not yet 100% because there are still problems with the equipment. It is expected that HR in the Radiology Installation will be added and given training and education as needed, as well as increased motivation for officers.

Effects of Training and Motivation Practices on Performance and Task Efficiency

This paper solely focuses on the two Brunei halal meat slaughterhouses and offers suggestions on how these findings can translate into considerations for the halal industry in Brunei. In Islamic law, dhabīḥah is the prescribed method of ritual slaughter of all lawful halal animals. This method of slaughtering lawful animals has several conditions to be fulfilled. This method requires proper training and mindset in order to be carried out correctly. This research is explorative using qualitative primary data collection through the use of interviews. The participants comprise slaughterhouse employees using a purposive sampling method. The intent is that this research adds to the body of literature seeking to understand the complexities of training and motivation in meat slaughterhouses and offer insight on the complexities between training, motivation, and performance. It also identifies how differences in organisational structure can impact the approach to the training and employee motivation approaches.

The Impact of Training and Motivation on Employee Performance in the Banking Sector

The concept of Training, Motivation, and Performance are the variables examined under the study to evaluate their effect in the Banking Sector. Productivity is one of the most significant elements that influence the organization's general performance, which compromises with different elements like training, attitude, motivation, and work environment for creativity contribute to the overall success of the employees. The current examination explores the impact of worker proficiency and efficiency of training and motivation. A questionnaire was administered to employees of the banking sector to identify the perceived level of training and motivation that emphasizes the overall performance. The three variables were estimated on a five-point Likert scale choice. Five were the most important (strongly agree), and one being the least important (strongly disagree). The sample of the questionnaire schedule was self-prepared. The study result shows that training and motivation positively impact the effectiveness and efficiency of the employees. Also, the study features the training and development procedure of the financial area that should utilize to proper workers and increment their performance and analyzes the needs of training and motivation in the workplace.

Robot-Assisted Gait Self-Training: Assessing the Level Achieved

This paper presents the technological status of robot-assisted gait self-training under real clinical environment conditions. A successful rehabilitation after surgery in hip endoprosthetics comprises self-training of the lessons taught by physiotherapists. While doing this, immediate feedback to the patient about deviations from the expected physiological gait pattern during training is important. Hence, the Socially Assistive Robot (SAR) developed for this type of training employs task-specific, user-centered navigation and autonomous, real-time gait feature classification techniques to enrich the self-training through companionship and timely corrective feedback. The evaluation of the system took place during user tests in a hospital from the point of view of technical benchmarking, considering the therapists’ and patients’ point of view with regard to training motivation and from the point of view of initial findings on medical efficacy as a prerequisite from an economic perspective. In this paper, the following research questions were primarily considered: Does the level of technology achieved enable autonomous use in everyday clinical practice? Has the gait pattern of patients who used additional robot-assisted gait self-training for several days been changed or improved compared to patients without this training? How does the use of a SAR-based self-training robot affect the motivation of the patients?

Working Conditions and Employee Motivation in Micro Enterprises in Mukono

Employees in organizations are always contented when they feel their immediate environment is in tandem with their obligations. The rapid growth of the enterprises in Uganda is entirely dependent on the relevant working conditions and motivation of employees. The article aimed to explore the relationship between working conditions and employee motivation of microenterprises in Mukono district in Uganda. The health and safety of employees as a motivator at the work place guided this study. Both qualitative and quantitative methods of data collection; the survey, interviews and desk review were used. Findings showed that good work conditions and good employee motivation can increase employee job satisfaction and employee organizational commitment. Workers may be satisfied by their jobs, but they are not motivated to stay doing the same role because they may not have the same benefits as others. Individuals with higher pre-training motivation based on their willingness to attend training have greater learning outcomes as compared to individuals having lower pre-training motivation. For organizations to accomplish their goals, there is need for health and safety awareness for every individual employee at each induction.

FACTORS INFLUENCING EMPLOYEE GREEN BEHAVIOUR - AN INVESTIGATIVE STUDY ON RASHTRIYA ISPAT NIGAM LTD., VISAKHAPATNAM, A.P

In order to help offset continuing environmental degradation in the 21st century, humans will have to significantly alter their habits (Howard, 2000; Oskamp, 2000; Winter, 2000). These altered habits cannot consist of merely doing the right thing every now and then; rather, they must be consistent, persistent efforts to move away from inherently wasteful and damaging behaviours and to move towards conservation-oriented or environmentally responsible behaviours (ERB). This environmentally responsible behaviour requires continuous motivation and training. This rigorous motivation and training to whole society cannot be provided by the government alone. But this can be implemented by the organisations to enhance organisational culture and societal wellbeing. In this context current article investigates the factors influencing employee green behaviour in Rashtriya Ispat Nigam Ltd. KEYWORDS: Environmentally Responsible Behaviour, Employee Green Behaviour, Pollution, Recycling, Training, Motivation.

An Empirical Examination of Voluntary Development Activities of Employees

This study develops and empirically examines a model of voluntary employee self-development behaviours and presents a unique lens for the study of self-development behaviours that integrates the disparate social exchange and motivational models currently applied in the management and training motivation literature. Specifically, the current model utilizes the Theory of Planned Behavior (TPB) as a guiding framework in the combination and expansion of these streams to create an integrated model. This model was validated using a survey of 203 employees. Structural Equation Modelling (SEM) was used to analyse the data. The results indicated support for nine out of eleven theorized relationships in the model, and the new model explained more variance in self-development behaviours (38%) than either lens: the social exchange (8.5%) or the motivational (19%). Thus, the results indicate there is important value in integrating the lenses. Implications for research and practice are also discussed.

FORMATION OF THE OPTIMAL SYSTEM OF ECONOMIC SECURITY: THEORETICAL AND METHODOLOGICAL ASPECT THROUGH THE PRISM OF THE SYSTEM OF LABOR MOTIVATION

The subdivisions consider the main directions of formation of the optimal economic security management system at the enterprise. The concrete purposes of functioning of such system of management of economic safety of the enterprise are defined. Emphasis is placed on the need to create an effective economic security management system at the enterprise. It is pointed out that it is expedient to consider this problem through the prism of the analysis of the combination of satisfaction of economic and social needs of employees and ensuring the appropriate level of economic effect of economic entities. It is noted that the basis of the European approach to the development of personnel of the enterprise, which is a key element of ensuring the safety of the business entity through the improvement of organizational, educational and qualification structure of personnel. It is these processes that formed the basis of the concept of lifelong learning, the implementation of which in the business entity ensures the development of human capital, identification and transfer of hidden knowledge, promotion of competencies and use of learning environment that provides opportunities for lifelong learning, adaptation to market requirements. Emphasis is placed on the need for staff training, motivation and delegation of management powers, involvement in ensuring the security of the enterprise.