Mogadishu, Somalia is one of the most dangerous cities in the world to live in due to the ongoing political instability in Somalia and frequent terror attacks on hotels, diplomatic residences, government offices and even residential areas in the city. In this case, Mogadishu is not just risky to live in but also dangerous to work in. However, there are daring workers who come from all over the world to serve in different capacities and tasks in the city. The researcher, therefore, sought to establish what motivates these people to leave their peaceful countries to work and stay in Mogadishu.
To answer the question, the researcher conducted a qualitative study. The study involved 34 participants who were interviewed on motivation strategies, organisation culture and management of the organisation they work to understand what attracts them to work in Mogadishu. From the interviews, the researcher noted that salaries and bonuses, challenging tasks, need to help the disadvantaged and adventure were the main reasons that made people to leave their peaceful countries and move to Somalia. In a nutshell, the researcher found that motivation to work in violent areas such as Mogadishu depended on a combination of both intrinsic and extrinsic motivation factors as well as environmental factors.
Table of Contents
CHAPTER ONE: INTRODUCTION
1.1. Background to the Study
1.2. Statement of the Problem
1.3. Research Aim and Objectives
1.4. Structure of the Dissertation
CHAPTER TWO: LITERATURE REVIEW
2.1. Introduction to the Chapter
2.2. Theoretical Framework
2.3. The Motivation of International Workers
2.4. Employee Empowerment and Career Development in an International Workplace
2.5. Challenging Tasks and Risk-Taking in a Foreign Work Environment
2.6. Linking Literature Review with Research Objectives and Methodology
CHAPTER THREE: METHODOLOGY
3.1. Introduction
3.2. Research Design
3.4. Sampling Methods
3.5. Instruments Used
3.6. Data Collection
3.7. Data Analysis
3.8. Ethical Considerations
3.9. Limitations of the Study
CHAPTER FOUR: RESULTS OF ANALYSIS
4.1. Introduction
4.2. Interpretive Paradigm
4.3. Themes
Conclusion
CHAPTER FIVE: DISCUSSIONS AND IMPLICATIONS
5.1. Introduction
5.2. Summary of the Study
5.3. Discussion of Themes
5.3.1. Need for Challenging Tasks/Jobs
5.3.2. Salaries and Contractual Terms
5.3.3. Position to Help Others
5.3.4. Adventure
5.4. Conclusions
5.5. Theoretical Implications, Limitations,And Suggestions for Further Studies
5.6. Reflection
Bibliography
APPENDICES
Appendix I: Interview schedule
Research Objectives and Focus Areas
The primary aim of this dissertation is to explore the motivational factors that influence international employees to work in high-risk, volatile environments such as Mogadishu, Somalia. The study seeks to address why individuals choose to leave stable, peaceful countries to perform professional roles in a city characterized by persistent security threats and political instability, ultimately contributing to the literature on employee motivation in hostile working conditions.
- Analysis of intrinsic vs. extrinsic motivational factors in extreme work environments.
- Evaluation of the impact of challenging tasks and risk-taking on job satisfaction.
- Examination of the influence of organizational culture, leadership, and management styles on employee commitment.
- Investigation of the role of non-financial rewards and personal sense of purpose in professional retention.
Excerpt from the Book
2.5. Challenging Tasks and Risk-Taking in a Foreign Work Environment
Challenging tasks is another aspect of intrinsic motivation according to Herzberg two-factor theory. According to this theory, the highest performance is achieved if a specific, difficult goal is combined with specific feedback indicating not only that change in goal setting is needed, but also how the process should be changed. Many studies and articles have used Kahn’s (1990) definition of employee engagement, which states that when in the engagement, people employ and express themselves physically, cognitively, or emotionally during role performances. To be fully engaged in the work role they are performing, employees must bring all aspects of themselves to their roles. Here, an expatriate worker may be motivated by the need to explore new opportunities, learn about different cultures and understand the people. Though studies found that expatriates are sometimes left frustrated when it becomes difficult to make friends or communicate with the people, these people tend to be happier when they feel that they contributing to positive change in people’s lives, especially in countries where people experience several challenges. With this kind of motivation, it even becomes easier to make friends thus increasingly motivated to stay in those countries after sometime.
Working abroad in itself requires the employee to adjust to the host country. There are several pieces of literature that indicate that workers in foreign countries tend to get less professional support, suffer from decreased wellbeing and may even experience mental health problems when exposed to difficult situations like violence (Barba-Sánchez and Atienza-Sahuquillo, 2017). For instance, some studies indicated that psychological stress could lead to depression and adjustment disorders resulting in suicidal thoughts and premature return intentions. It is, therefore, important for these foreign workers to elucidate the psychological symptoms and stress factors that affect them when working abroad. However, there some studies that have indicated that some people tend to adjust to working abroad as though they were in their home countries.
Summary of Chapters
CHAPTER ONE: INTRODUCTION: Provides the background of the study and explains the motivation for investigating worker retention in the dangerous city of Mogadishu.
CHAPTER TWO: LITERATURE REVIEW: Reviews existing motivational theories such as Maslow’s hierarchy and Herzberg’s two-factor theory to frame the research context.
CHAPTER THREE: METHODOLOGY: Outlines the qualitative research design, detailing the use of semi-structured interviews and thematic analysis for data collection.
CHAPTER FOUR: RESULTS OF ANALYSIS: Presents the primary themes derived from interviews, categorized into challenges, salary/contract terms, helping others, and adventure.
CHAPTER FIVE: DISCUSSIONS AND IMPLICATIONS: Synthesizes the study findings, discussing how both intrinsic and extrinsic factors motivate employees to work in extreme conditions.
Keywords
Work Motivation, International Workers, Mogadishu, Somalia, Risk-Taking, Challenging Tasks, Employee Empowerment, Career Development, Intrinsic Motivation, Extrinsic Motivation, Hazardous Work Environments, Qualitative Research, Thematic Analysis, Organizational Culture.
Frequently Asked Questions
What is the core focus of this research?
The research explores the underlying motivations of international employees who choose to work in highly volatile and dangerous environments, specifically focusing on Mogadishu, Somalia.
What are the central themes identified in the study?
The study identifies four main motivational themes: the need for challenging tasks, attractive salary and contractual terms, the desire to help disadvantaged communities, and the pursuit of adventure.
What is the primary objective of this dissertation?
The objective is to provide an in-depth understanding of why international staff remain committed to their work in high-risk zones despite the threat of violence and political instability.
Which methodology was utilized by the researcher?
The research employed a qualitative design, utilizing semi-structured one-to-one interviews with 35 international employees to obtain rich, descriptive data.
What topics are covered in the main body of the work?
The main body covers motivational theories, the impact of international work environments on motivation, employee empowerment, and the results of a detailed thematic analysis of interview data.
Which keywords best characterize this academic work?
Key terms include Work Motivation, Mogadishu, International Workers, Risk-Taking, Intrinsic Motivation, and Qualitative Research.
How does the author define the role of the environment in employee motivation?
The author demonstrates that environmental factors, such as the volatility of a region, interact with intrinsic drives, creating a complex balance that can either hinder or uniquely fuel motivation.
What unique challenges did the researcher face during the study?
The researcher encountered significant challenges, including physical security risks, the impact of interruptions during interviews, and the difficulty of scheduling participants in a dynamic, high-pressure environment.
- Arbeit zitieren
- Difrine Madara (Autor:in), 2019, Motivation in extreme conditions, München, GRIN Verlag, https://www.grin.com/document/504123
