Considerable evidence suggests that holding overly positive views of one’s own abilities is not only normal but may also be beneficial. Unfortunately, research demonstrating the consequences of holding inflated self-views remains relatively sparse, and research examining the interpersonal consequences of inflated self-views has come up with mixed results. In this dissertation I examine the interpersonal consequences of an employee’s inflated self-views. I specifically look at how an employee’s self-views influence coworker perceptions of the employee, the decision to share information with the employee, and whether coworkers will choose to help the employee. I find that making a clear distinction between inflated self-views and entitlement can help illustrate why coworkers may respond positively or negatively to a specific employee. / text

Este trabalho trata do entendimento das atividades dos profissionais de design participantes da gestão de design e tem como objetivo geral estudar e compreender a atividade desses profissionais, almejando a melhoria dos processos de trabalho desses indivíduos nas empresas. Para alcançar o objetivo geral, foram estipulados objetivos específicos, que correspondem aos três artigos constituintes desta dissertação. O primeiro artigo propõe o desenvolvimento de uma revisão sistemática da literatura brasileira, no que tange à gestão de design, buscando identificar o estado da arte do tema em questão. O segundo foca a revisão sistemática de literatura no profissional de design participante da gestão de design, em nível nacional e internacional. Já o terceiro artigo apresenta um estudo de caso com três profissionais de design, mapeando a atividade interna e externa desses profissionais nas empresas e, assim, esclarecendo a estrutura e os fatores intervenientes dessa atividade, bem como as relações com seus principais interlocutores nas organizações. A metodologia utilizada neste trabalho tem caráter exploratório. Em um primeiro momento, foi realizada uma revisão sistemática de literatura, de natureza aplicada e, em um segundo momento, uma pesquisa qualitativa, a partir de um estudo de caso, com realização de entrevistas em profundidade. Como resultado, pôde-se perceber a estrutura e os fatores intervenientes da atividade do profissional de design, bem como suas relações com seus principais interlocutores nas organizações. / This document is about the understanding of the activities of design professionals participating in the design management and aims to study and understand the activity of these professionals, targeting the improvement of the work processes of these individuals in the companies. To achieve the overall objective, specific goals were set, corresponding to the three articles of this dissertation. The first article proposes the development of a systematic review of Brazilian literature, regarding the design management, seeking to identify the state of the art of the theme. The second one focus on the systematic review of the literature of the design professional participating in the design management, in national and international levels. The third article presents a case study with three design professionals, mapping the internal and external activities of these professional in the companies, and, this way, clarifying the structure and intervenient factors of this activity and its relations with its main coworkers in the organizations. The methodology used in this study is exploratory. At first, it was performed a systematic review of the literature, of an applied nature, and, in a second moment, a qualitative research, from a case study, with in-depth interviews. As a result, it was possible to see the structure and intervene factors of the activity of the design professional as well as its relations with its main coworkers in the organizations.

Este trabalho trata do entendimento das atividades dos profissionais de design participantes da gestão de design e tem como objetivo geral estudar e compreender a atividade desses profissionais, almejando a melhoria dos processos de trabalho desses indivíduos nas empresas. Para alcançar o objetivo geral, foram estipulados objetivos específicos, que correspondem aos três artigos constituintes desta dissertação. O primeiro artigo propõe o desenvolvimento de uma revisão sistemática da literatura brasileira, no que tange à gestão de design, buscando identificar o estado da arte do tema em questão. O segundo foca a revisão sistemática de literatura no profissional de design participante da gestão de design, em nível nacional e internacional. Já o terceiro artigo apresenta um estudo de caso com três profissionais de design, mapeando a atividade interna e externa desses profissionais nas empresas e, assim, esclarecendo a estrutura e os fatores intervenientes dessa atividade, bem como as relações com seus principais interlocutores nas organizações. A metodologia utilizada neste trabalho tem caráter exploratório. Em um primeiro momento, foi realizada uma revisão sistemática de literatura, de natureza aplicada e, em um segundo momento, uma pesquisa qualitativa, a partir de um estudo de caso, com realização de entrevistas em profundidade. Como resultado, pôde-se perceber a estrutura e os fatores intervenientes da atividade do profissional de design, bem como suas relações com seus principais interlocutores nas organizações. / This document is about the understanding of the activities of design professionals participating in the design management and aims to study and understand the activity of these professionals, targeting the improvement of the work processes of these individuals in the companies. To achieve the overall objective, specific goals were set, corresponding to the three articles of this dissertation. The first article proposes the development of a systematic review of Brazilian literature, regarding the design management, seeking to identify the state of the art of the theme. The second one focus on the systematic review of the literature of the design professional participating in the design management, in national and international levels. The third article presents a case study with three design professionals, mapping the internal and external activities of these professional in the companies, and, this way, clarifying the structure and intervenient factors of this activity and its relations with its main coworkers in the organizations. The methodology used in this study is exploratory. At first, it was performed a systematic review of the literature, of an applied nature, and, in a second moment, a qualitative research, from a case study, with in-depth interviews. As a result, it was possible to see the structure and intervene factors of the activity of the design professional as well as its relations with its main coworkers in the organizations.

Este trabalho trata do entendimento das atividades dos profissionais de design participantes da gestão de design e tem como objetivo geral estudar e compreender a atividade desses profissionais, almejando a melhoria dos processos de trabalho desses indivíduos nas empresas. Para alcançar o objetivo geral, foram estipulados objetivos específicos, que correspondem aos três artigos constituintes desta dissertação. O primeiro artigo propõe o desenvolvimento de uma revisão sistemática da literatura brasileira, no que tange à gestão de design, buscando identificar o estado da arte do tema em questão. O segundo foca a revisão sistemática de literatura no profissional de design participante da gestão de design, em nível nacional e internacional. Já o terceiro artigo apresenta um estudo de caso com três profissionais de design, mapeando a atividade interna e externa desses profissionais nas empresas e, assim, esclarecendo a estrutura e os fatores intervenientes dessa atividade, bem como as relações com seus principais interlocutores nas organizações. A metodologia utilizada neste trabalho tem caráter exploratório. Em um primeiro momento, foi realizada uma revisão sistemática de literatura, de natureza aplicada e, em um segundo momento, uma pesquisa qualitativa, a partir de um estudo de caso, com realização de entrevistas em profundidade. Como resultado, pôde-se perceber a estrutura e os fatores intervenientes da atividade do profissional de design, bem como suas relações com seus principais interlocutores nas organizações. / This document is about the understanding of the activities of design professionals participating in the design management and aims to study and understand the activity of these professionals, targeting the improvement of the work processes of these individuals in the companies. To achieve the overall objective, specific goals were set, corresponding to the three articles of this dissertation. The first article proposes the development of a systematic review of Brazilian literature, regarding the design management, seeking to identify the state of the art of the theme. The second one focus on the systematic review of the literature of the design professional participating in the design management, in national and international levels. The third article presents a case study with three design professionals, mapping the internal and external activities of these professional in the companies, and, this way, clarifying the structure and intervenient factors of this activity and its relations with its main coworkers in the organizations. The methodology used in this study is exploratory. At first, it was performed a systematic review of the literature, of an applied nature, and, in a second moment, a qualitative research, from a case study, with in-depth interviews. As a result, it was possible to see the structure and intervene factors of the activity of the design professional as well as its relations with its main coworkers in the organizations.

Social support is an important prerequisite for us humans to maintain healthy and rewarding relationships vis-à-vis our work. Further, social support is about giving the individual resources such as encouragement, information and tools which lead to positive health and good work achievements. Previous research indicates that middle managers constitute a professional group of people lacking in resources and support, which makes it difficult for them to do a good job. Additionally, this area of research is not much researched. For these reasons the aim of this study is to narrow the research gap with regard to our understanding of middle managers’ experiences of social support. The empirical data on which the study is based consist of seven semi-structured interviews with middle managers from a specific municipal administration in the municipality of Norrbotten in North Sweden. This study was conducted in close cooperation with the municipality and it was the municipality itself that selected the respondents/interviewees, which admittedly may be a shortcoming of the study. This is explained more in detail in the method section. The results show that the coworkers are a great asset to the social support the middle managers receive, for example by being able to ease the burden and assist the middle managers with new knowledge in their work. Indeed, the support of the coworkers seems essential in providing the middle managers with social support. Also, the results show that middle manager colleagues can be a valuable resource in social support: in the study the middle manager colleagues give each other advice and in doing so they are able to ease the burden of work they experience. However, the middle managers also experience a lack of giving each other feedback. They experience that “negative feedback” is not exchanged between them for fear of it being sensitive. Conversely, “positive” feedback is not exchanged since the middle managers judge themselves bad at praising each other. The results also show that the middle managers all feel trusted by their supervisors, which in turn makes them more confident and allows them to make difficult decisions. Furthermore, the results show that the middle managers feel that there are deficits in social support and they experience a lack of resources, which make it harder for them to carry out certain work tasks. In particular, the lack of resources pertains to skills development in finances, financial systems and HR related matters. Lastly, the middle managers feel that elearning within the municipality is insufficient due to difficulties of learning through this mode of teaching

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Communication is something that all individuals depend on and has a major impact on employee job satisfaction. When it comes down to communication, it is one of the most important things that connects people. Without communication companies can't function properly, but through its use there can be a motivating effect for the company’s employees. Even though a large part of the working day consists of conversing, within a company this can often be difficult to manage. An organization uses several different internal communication channels, such as Face-to-Face, computers, phones and TV. There are several ways that these internal channels of communication can move through the company. It can be from the managers of the company to employee, referred to as downward communication. It can also move from employee to manager, this is referred as upward communication and there is internal conversing between two employees which is called horizontally oriented communication. The employee's job satisfaction is very individual and there are different things that can affect one's happiness at work. The way in which employee satisfaction can be measured by one famous researcher's two-factor theory. Herzberg reported this theory for the first time in the mid-20th century and it has influenced several types of organizations around the world. The theory that two types of factors affects an employee's satisfaction, are hygiene factors and motivational factors. The factors that affects a person is individual, nevertheless there are some factors that are in the forefront during this research and they are relatively similar to all research subjects. There were nine subjects, who have participated in this qualitative study, they come from the same public organization but they come from different departments. Their answers came from semi-structured interviews, where all research subjects will be completely anonymous. Within the answers there is one factor that is significantly more influenced that addresses both internal communication and job satisfaction. / Kommunikation är något som alla individer är beroende av och det är kommunikation som knyter oss samman. Organisationer kan inte klara sig utan kommunikation och kommunikation kan ha en motiverande effekt för en organisations medarbetare. Kommunikation inom den offentliga organisationen kan vara svår att hantera även om större delar av arbetsdagen består av kommunikation. En organisation kan använda flera olika interna kommunikationskanaler exempelvis personliga kontakter, datorer, telefoner och tv. Det finns flera vägar som den interna kommunikationen kan röra sig via, det kan var från chef till medarbetare (nedåtriktad). Den kan även röra sig från medarbetare till chef (uppåtriktad) och det finns intern kommunikation som rör sig mellan medarbetarna, vilket kallas för horisontell kommunikation. Medarbetarnas arbetstillfredsställelse är individuell och finns olika faktorer som kan påverka arbetstillfredsställelsen. Medarbetarnas arbetstillfredsställelse kan mätas med hjälp av Herzberg tvåfaktorsteori. Herzberg redovisade sin teori i mitten av 1900-talet och den har påverkat flera typer av organisationer runt om i världen. Teorin har två typer av faktorer som kan påverka medarbetarnas arbetstillfredsställelse, dessa faktorer är hygien- och motivationsfaktorer. Den faktor som påverkar individen mest är som sagt individuell, men det finns några faktorer som står i framkant under denna undersökning och är relativt lika hos alla respondenter. Nio respondenter har deltagit i denna kvalitativa undersökning, de kommer från samma offentliga organisation men från olika avdelningar. Svaren arbetades fram genom semistrukturerade intervjuer där alla respondenter är helt anonyma. Inom svaren finns det en faktor som är betydligt mer påverkade som behandlar både intern kommunikation och arbetstillfredsställelse.

One of the most common office designs is the traditional office. As the technology has developed, it has enabled a new office design to evolve, the activity-based office. The activity-based office is more flexible and the employees get greater freedom in terms of being able to decide where, when and how they want to perform their tasks. As the employees work largely independently and take own responsibility for their tasks, the leader has reduced control compared to the traditional office. To get a well-functioning activity-based workplace, trust must be created between the leader and employees as this is a presumption for good business relationships. The purpose of the study is to get a deeper understanding of how trust is created between a leader and the employees in the activity-based workplace. Trust is something that is created mutually, and our study is based on three trustbuilding qualities, ability, benevolece and integrity. To collect the empirical data two semistructured interviews with Skanska and Vasakronan were performed. The conclusion of our study is that trust in an activity-based workplace is created by the factors; Presence, independence and own responsibility, communication, responsiveness, attention, caring, openness and honesty, competence and respect. Trust does not differ at a traditional office compared to an activity-based, but trust gets a different meaning depending on which office design that is utilized. / Ett traditionellt kontor är en av de vanligaste kontorsutformningarna, där medarbetarna har en fast sittplats och kan utföra sina uppgifter koncentrerat. I takt med att teknologin utvecklats har nya kontorsutformningar växt fram. En av dessa kontorsutformningarna är det aktivitetsbaserade kontoret som är mer flexibelt och öppet än det traditionella kontoret. De anställda har inga fasta sittplatser utan väljer sittplats utifrån vilka uppgifter de har för dagen, det gör således att individerna har en stor frihet att bestämma var, när och hur de ska utföra sitt arbete. I och med denna frihet blir det svårare för ledaren att få samma kontroll och ledaren måste istället förlita sig på att medarbetarna utför sina uppgifter på ett korrekt sätt. Det aktivitetsbaserade arbetssättet innebär således att medarbetarna måste ta ett stort eget ansvar och kunna arbeta självständigt. Syftet med studien är att få fördjupad förståelse för hur förtroende skapas mellan ledare och medarbetare på en aktivitetsbaserad arbetsplats. Förtroende är något som skapas ömsesidigt och definieras som ett attribut för ett förhållande mellan två utbytespartners. Den teoretiska utgångspunkten för hur detta förtroende skapas baseras på begreppen välvilja, integritet och förmåga. Välvilja handlar om lojalitet, att som medarbetare och ledare hjälpa varandra men också visa omtanke. För att kunna göra detta krävs det en närvaro från ledaren och detta underlättas på den aktivitetsbaserade arbetsplatsen då ledaren sitter ute bland medarbetarna. Integritet och andra sidan handlar om att en person gör det som den har sagt att den ska göra. På det aktivitetsbaserade kontoret betyder det att ledaren förväntar sig att medarbetarna utför sina arbetsuppgifter på ett korrekt sätt trots att ledaren har minskad kontroll. Den sista faktorn förmåga behandlar i vilken utsträckning en part uppfattas ha den kompetens som gör det möjligt för personen att ha inflytande inom ett visst område. Ledaren måste förvänta och förlita sig på att medarbetaren har den kompetens som krävs för att utföra sina uppgifter självständigt. Till vår studie har vi haft semistrukturerade intervjuer med två företag, Skanska och Vasakronan. Skanska är ett byggföretag som utvecklar, bygger och underhåller fysiska levnadsmiljöer. Vasakronan är inom fastighetsbranschen och äger, förvaltar och utvecklar kontor och butiksfastigheter. Slutsatsen av vår studie är att förtroende på en aktivitetsbaserad arbetsplats skapas genom närvaro, självständighet och eget ansvar, kommunikation, lyhördhet, uppmärksamhet, omtanke, öppenhet och ärlighet, kompetens och respekt. Förtroendet skiljer sig inte på ett traditionellt jämfört med ett aktivitetsbaserat men förtroendet får en annan innebörd beroende på vilken kontorsutformning som används.

Bakgrund: Denna uppsats har studerat belöningssystem som används inom organisationer med olika syften där bland annat att motivera medarbetare genom både finansiella och icke-finansiella belöningar hör till. Bakgrunden till studien grundar sig på att företag genom att använda belöningssystem kan öka motivationen och arbetsprestationen hos medarbetarna. Eftersom medarbetare motiveras av olika aspekter när det kommer till motivation och arbetsprestation är det viktigt att ta hänsyn till deras egna upplevelser av belöningar. För att få en bredare förståelse är det även viktigt att ta hänsyn till chefernas perspektiv på belöningars påverkan på motivation och arbetsprestation hos medarbetare. Syfte: Syftet med denna studie är att undersöka hur belöningssystem upplevs gällande motivation och arbetsprestation för medarbetare som arbetar med försäljning. Studien vill utveckla förståelsen kring detta ämne genom att ta hänsyn till både medarbetar- samt chefsperspektiv samt undersöka likheter och skillnader mellan dessa perspektiv. Metod: För att uppnå studiens syfte samt besvara frågeställningarna, har uppsatsen antagit en kvalitativ metod med abduktiv ansats. Den data som samlats in till studien har samlats in genom semistrukturerade intervjuer med tre olika företag, två medarbetare samt en chef från respektive företag. Teori: Den teoretiska referensramen bygger på tidigare forskning om belöningssystems påverkan på motivation och arbetsprestation samt medarbetar- och chefsperspektiv. Vidare förklaras även vad belöningssystem är och de finansiella och icke-finansiella belöningarna följt av yttre och inre motivationsfaktorer, Herzbergs tvåfaktorteori och Maslows Behovstrappa. Slutsats: Studiens slutsats påvisar att samtliga medarbetare, förutom en, upplever belöningarna som något positivt och bidragande till motivationen och arbetsprestationen. Samtliga chefer upplever också att belöningarna bidrar till ökad motivation och arbetsprestation hos medarbetarna. Det råder olika upplevelser om vilka belöningar som är mest bidragande till ökad motivation och arbetsprestation från medarbetarperspektivet och chefsperspektivet. Vissa medarbetare påverkas mest av finansiella belöningar, medan andra påverkas mest av icke-finansiella belöningar. Det finns en medarbetare vars4motivation och arbetsprestation inte påverkas av belöningarna. Cheferna har skilda åsikter kring belöningars påverkan. De alla tycker att de påverkar, men på olika sätt. / Background: This study has studied reward system that is used in organizations with different purposes, such as to motivate coworkers by using financial and non-financial rewards. The background to this study is based on the fact that companies, by using reward systems, can increase the motivation and work performance of their coworkers. Since different aspects motivate coworkers when it comes to work performance, it is important to take into account their own experiences of rewards. In order to gain an even broader understanding, it is also important to take into consideration the managers' view on the impact of rewards on motivation and work performance of their coworkers. Purpose: The purpose of this study is to examine how reward systems are perceived in terms of motivation and work performance for employees who work with sales. The study wants to develop the understanding of this topic by taking into account both an employee and managerial perspective and examine similarities and differences between these perspectives. Method: In order to achieve the purpose of this study and answer it’s questions, the thesis uses a qualitative method with an abductive approach. The data for the study is collected through semi-structured interviews with three different companies, two coworkers and one manager from each company. Theory: The theoretical frame of reference is based on previous research on the impact of reward systems on motivation and work performance, as well as coworker and manager perspectives. The theory also includes explanations of reward systems, financial and non-financial rewards followed by external and internal motivational factors, Herzberg's two-factor theory and Maslow's hierarchy of needs. Conclusion: This study’s conclusion shows that all coworkers except one experience the rewards as something positive, contributing to motivation and work performance. All managers also feel that the rewards contribute to increased motivation and work performance among their coworkers. There are different experiences about which reward that is the most contributing to increased motivation and work performance from the coworker perspective and the manager perspective. Some employees are most affected by6financial rewards, while others are most effected by non-financial rewards. There is one employee whose motivation and work performance are not affected by the rewards. Managers have differing views on the impact of rewards. They all think they influence, but in different ways.

This quantitative case study is made on a bank in Sweden that has been forced to work from home due to the restrictions followed by the corona pandemic. The research was accomplished on Mars and April 2021 and proceeds from three changing aspects in the organization on working from home which are: coordination, communication, and relations. Two central theories for the study are the contingency theory based on Mintzberg ́s (1983)coordinating mechanisms and structure and Poser ́s study Distance Leadership in International Corporations (2017). The method was done through structured interviews and there were in total 45 respondents participating which contained both leaders and followers. The results showed that there had been a change in all three aspects, the coordination had been more decentralized, the communication was not as frequent as when the employee worked in a common office which had shown effects in both the efficiency, where the followers believed that it had become more efficient, but the leaders thought that it had become less efficient. Misunderstandings in communication had increased according to both followers and leaders. Relations between coworkers showed negative effects on working from home, whilst their relation to their leaders did not change. The leaders did not interpret much change to their employees. / Denna kvantitativa fallstudie är utförd på en svensk storbank som har behövt arbeta hemifrån på grund av restriktioner som varit till följd av coronapademin. Studien omfattar perioden mars och april år 2021 och utgår ifrån tre aspekter i organisationen vid arbete på distans vilka är: samordning, kommunikation och relationer. Metoden för studien var strukturerade intervjuer med totalt 45 respondenter, som både var ledare och medarbetare. Resultaten visade att alla tre aspekter, samordningen hade blivit mer decentraliserad, kommunikationen var inte lika frekvent som so när respondenterna arbetade på ett gemensamt kontor, detta visade effekter i både kommunikationseffektivitet där medarbetare menade att det har blivit mer effektivt men ledarna ansåg att det blivit mindre effektivt. Missförstånd i kommunikationen hade ökat enligt både medarbetare och ledare.  Relationer medarbetare emellan visade ha negativ effekt av distansarbete, medan deras relation till sina chefer inte hade förändrats. Cheferna upplevde inte någon större förändring av relationen till sina anställda.