Thesis (B.Psy.Sc.(Hons.)) - University of Queensland, 2006. / Includes bibliography.

Scandinavia comprises Denmark, Sweden and Norway. Twenty years ago, the concept of Scandinavian management was created (Grennes, 2003). Earlier research is referring to culture as the reason for different management styles around the world. It is also found that human resources are highly valued in Scandinavian manage-ment (Eriksen et al., 2006). This study aims at understanding what Scandinavian management is and see if this matches with the style of management actually practised in Sweden. The purpose of the thesis is to, through empirical examples, study what Scandinavian management is and if it is practised on the Swed-ish market. Included in the purpose is also to investigate how Scan-dinavian management is addressed in prior research. This study uses a qualitative method. Two earlier done case studies about Manpower and IKEA are used. Using a qualitative method, we have conducted five interviews to get accurate data to help us answer our purpose. Two of the interviews were conducted with representatives from both Manpower and IKEA. One interview was done with Schramm-Nielsen who is an expert in the field of Scandi-navian management. The last interviews were carried out with two persons with a wide range of experience in the field of management in Sweden. The study concludes that the main focus of Scandinavian manage-ment lies within human resources. Equality, communication, coop-eration, trust and consensual decision making are vital elements in the concept of Scandinavian management. Managers in Sweden are focused on their employees and feel that they need to satisfy them in order to motivate them. This motivation has proven to lead to better productivity and performance of the organization. Swedish managers are indeed focused on human resources and are practising Scandinavian management. Scandinavian management is necessary on the Swedish market as it increases the chances for having a pro-ductive company with satisfied employees and customers.

No description available.

Abstract Date 12th June, 2008 Course Name Master Thesis EFO 705 Program MIMA‐International Marketing Group Satu Kristiina Castren 821118‐P147 Kaleem Ullah Muhammad 801202‐P310 Tutor Tobias Eltebrandt Title What should be done to improve employee motivation at Lammin Osuuspankki branches in Lahti? Problem Statement What should be done to improve the motivation of employees by the management at the branches of Lammin Osuuspankki in Lahti? Purpose of the Research The purpose of the research is to study internal marketing at Lammin Osuuspankki Lahti branches focusing on employee motivation. This research is designed for the management of Lammin Osuuspankki so that they can encourage the employees to work in an effective way. The authors will find the factors that are effecting the motivation of employees at the branches and need further improvement to increase the motivation of the employees. The research aim is to improve the employee motivation at the branches through our suggestions. Methodology For this research, the authors have used primary and secondary data to collect the information needed. The primary data was collected by qualitative and quantitative methods. The quantitative data was conducted by a survey, which was based on a theoretical model, the dynamic Triangle of motivation and the adapted job characteristic model. The qualitative primary data was gathered by two interviews. The secondary data was collected mainly from books, online databases and articles. Conceptual Framework The conceptual framework includes two models: The Dynamic triangle of Motivation and the modified Job Characteristic Model. The dynamic Triangle of Motivation looks at the values and attitudes and the needs that influence motivation for employees at a learning organization. The Job characteristic Model is a framework for studying the impact of job characteristics on job satisfaction and job outcomes. Conclusions The conclusions revealed the different preferences and importance of the motivational factors to the employees at Hämeenkatu and Paavola bank branches. The authors concluded all the motivational factors that require improvement to increase the motivation of employees at Hämeenkatu and Paavola branches. In short, other than cultural harmony and communication between co‐workers inside social dimensions all the other factors required improvement to improve the motivation of the employees.

Många kända teorier inom psykologin beskriver motivation som en drivkraft, vilken är viktig för individens vilja att arbeta. Trivsel och motivation leder tillsammans till välmående på arbetet. Arbetsvillkor och uppskattning är viktiga faktorer för individens trivsel och motivation på arbetet och brister av dessa kan leda till vantrivsel och minskad motivation. I denna studie intervjuades åtta medarbetare om motivation och trivsel inom vårdyrket och syftet var att se om anställningsstatus har betydelse för trivsel och motivation. Skillnader i motivation och trivsel fanns beroende på anställningsstatus. Fastanställda trivdes bättre på arbetet på grund av bättre arbetsvillkor, högre trygghet och samhörighetskänslan, men deras motivation var lägre jämfört med vikarier. Vikariers bättre motivation ansågs bero på högre engagemang och vilja att utveckla sig.

University of Macau / Faculty of Business Administration / Department of Management and Marketing

The study examines the adherence to principled leadership styles by persons in position of authority and develops a method to determine the extent to which those people deviate from principled leadership practices for purpose of political expediency. Two fortune 500 companies, three smaller local companies and select Western Kentucky University faculty were surveyed using the MACH V Attitude Inventory for determining Machiavellian tendencies via an online survey site. An examination and evaluation of survey results yielded a surpirsingly consistent neutral score, but no indication of Machiavellian tendencies within the respondent group.

Examensarbetet är utfört på Lifco Dental, som är ett distributionsföretag i Enköping undervårterminen 2013 och omfattar 30 högskolepoäng. Lifco Dentals huvudsakliga verksamhet ärlagerhantering av tandläkarartiklar och det rör sig om cirka 40 000 artiklar i varierandestorlek.Examensarbetet avser i första hand styrning av lagerhållning och artikelplacering. Andraområden som har bearbetas är ergonomi och personalfrågor. Arbetet kretsar kring följandeforskningsfrågor;1. Enligt vilka principer kan man placera artiklar?2. Hur kan man utforma arbetssättet på lager både kostnadseffektivt och ergonomiskt?3. Hur kan materialflödet effektiviseras?från källor som artiklar, litteratur, internet och direktkontakt med personal har samlats in.Behandling av information har baserats på författarnas tidigare kunskaper och vägledning avhögskolans handledare.Valda vertyg och metod är; Read a Plant, värdeflödeskartläggning, spagettidiagram,Paretodiagram, 5-Varför, benchmarking och intervjuer av personal, säljbolag och tandläkare.Dessa verktyg har hjälpt att analysera nuläget i verksamheten och identifiera slöserier samtförbättringsområden. En del verktyg har varit mer relevant för att kunna besvaraforskningsfrågorna.Bäst artikelplacering torde uppnås med ABC-principen. Undersökning av tre identifieradeergonomiska riskmoment gjordes enligt arbetsmiljöverkets bedömningsmall, vilket påvisadeatt man genom att ha rätt resurser, hjälpmedel och klara direktiv kan undvika skador. Dettakan man åstadkomma bland annat genom visuellt ledningssystem och investering i nyaergonomiska verktyg. Resultatet från värdeflödeskartläggning och paretodiagram tyder påbristande fördelning av resurser och identifierar flaskhalsar i flödet. En kontrolleradfördelning av anpassade resurser reducerar ojämnheter och underlättar styrningen.Författarna har baserad på analysen rekommenderat principer för artikelplacering ochlagerflöde samt rekommendationer kring personalmotivering, engagemang och ergonomi. / This Master of Science thesis has been conducted at Lifco Dental, a logistics company inEnköping, Sweden, during the spring term of 2013, encompassing 30 credits. Lifco Dental’score operation is logistics and inventory management of dental products, a sum total ofapproximately 40,000 articles in various sizes.The thesis is primarily concerned with inventory management and article placement. Otherareas of interest have been ergonomics and human resource management. The main researchareas have been;1. According to which principles can articles be placed?2. How can the inventory be managed to be cost efficient and have good ergonomics?3. How can material flows be streamlined?Information from sources such as articles, literature, the internet and direct interaction withemployees has been gathered. This information has been processed based on the authors’prior experience as well as extensive guidance from the MDH supervisor.The authors´ chosen tools and methods have been Read a Plant; Value Stream Mapping;Spaghetti diagram; Pareto diagram; 5Why; benchmarking and interviews with employees,sales staff and dentists. These tools and methods have aided us in analyzing the current stateof operations and in identifying waste as well as areas of opportunity. Some tools have provenmore relevant than others in producing relevant research answers.Optimal article placement can be achieved with the ABC principle. Studies of threeergonomically problematic operations, utilizing templates provided by Arbetsmiljöverket,showed that correct resources and aids as well as clear directives reduces the risks of injuries.This can be achieved by deploying a visual management system and more ergonomical toolsand aids. Results from the Value Stream Mapping and Pareto diagram suggest deficiencies inthe allocation of resources and identifies bottlenecks in the material flow. Controlledallocation of resources reduces inbalances and enhances control.Based on the analysis the authors have recommended principles for article placement andinventory flow as well as recommendations regarding staff motivation, commitment andergonomics.

Research Question: How can a firm such as Länsförsäkringar Bergslagen utilize selection and retention methods to find and keep employees that add value to the organisation? Purpose: The purpose of this thesis is to describe and analyse the process of selection and retention and how it can affect organisations’ ability to select and retain staff that perform well and are an asset to the organisation. Method: Primary information was gathered from a face-to-face interview with the chief of personnel at LFB, as well as from a follow-up e-mail interview. Secondary information was gathered from books, journals and the web. The research is designed as a case study and the approach to analyzing data is qualitative. Conclusion: From the findings the authors conclude that by using selection methods with high predictive validity such as structured interviews, cognitive and personality tests, work samples and assessment centres, while at the same time considering how these methods affect the candidates attitudes and how well they allow for the candidate and employer to exchange views, values and goals, is the way firms can utilize selection methods in order to find staff that will add value to the organisation. LFB is using all these methods, except for work samples. Of the others remaining, structured interviews is the most common in LFB. On the perspective of retention, Länsförsäkringar Bergslagen has developed a performance-based system which takes an essential role on employee motivation, where recognition by offering growth opportunities is most significant in retaining key employees but is also most difficult to be conducted in LFB as growth opportunities are limited.

No description available.