Syftet med studien var att undersöka hur upplevelsen av olika arbetssituationer predicerar arbetstillfredsställelse och arbetsmotivation hos handelsanställda. Arbetssituationerna utgjordes av hygienfaktorerna ledarskap och tidsupplevelse samt motivationsfaktorerna individuella inre upplevelser och autonomi från Herzbergs tvåfaktorteori. I studien deltog 83 anställda inom branscherna butik, lager, e-handel och frisör. Studien konstruerades med en kvantitativ ansats, och data samlades in via en elektronisk enkät. Enkätformuläret konstruerades med hjälp av mätinstrumenten Short Index of Job Satisfaction (SIJS), Work Extrinsic and Intrinsic Motivation Scale (WEIMS) och Work Experience Measurement Scale(WEMS). Två multipla linjära regressioner genomfördes för att besvara studiens frågeställningar. Resultatet påvisade att variansen i motivationsfaktorn individuella inre upplevelser bidrar till störst del för att predicera både arbetstillfredsställelse och arbetsmotivation. Variansen i hygienfaktorn tidsupplevelse påvisades även bidra signifikant för att predicera arbetstillfredsställelse. Resterande variabler visade inga signifikanta bidrag för att förklara arbetstillfredsställelse och arbetsmotivation. Slutsatsen är att variansen i individuella inre upplevelser hos handelsanställda inom branscherna som undersökts bidrar mest till att förklara variansen i både arbetstillfredsställelse och arbetsmotivation. Detta stöds till viss del av Herzbergs tvåfaktorteori, och annan tidigare forskning. Avslutningsvis diskuterades förslag på framtida forskning, styrkor och svagheter med studien samt praktiska implikationer från den kunskap som givits.

<p>The purpose of this research is to determine employee satisfaction towards union service delivery and the effect it might have on their motivation. For the purposes of the research, the term customer applies to all union members being serviced by the union and enjoying benefits of negotiations at a centralised or de-centralised level. More generally, trade unions and collective bargaining are seen to enhance the dignity of workers and their control of their working lives, hence the important role trade unions play within the workplace. Service deliveries from a trade union to its members are an important element of employee behaviour and motivation. The research will aim to&nbsp / measure union member&rsquo / s (customer) satisfaction of the service they receive from their union and the impact it possibly has on otivation. The hypothesis of the research is that if workers are satisfied by the service they receive from their trade union their motivational levels will also be high. Alternatively, if workers are dissatisfied by the service they receive from their trade union, their motivation will be low. A Biographical questionnaire, the Organizational Motivation Questionnaire (OMQ) and the Service Quality Questionnaire was administered to respondents to elicit responses on how the aspects of union service delivery impacts on their motivation in the workplace.&nbsp / The results emanating from the current study indicate that there are statistically significant relationships between work content, payment, promotion, recognition, working conditions, benefits, personal, leadership/ supervision, general and work motivation and satisfaction in the technical department of a media organisation in the Western Cape. Furthermore, results show the nine independent variables (work content, payment, promotion, recognition, working conditions, benefits, personal, leadership/ supervision and general) significantly explained the variance in work motivation and service-delivery. The study also shows a statistically significant difference in motivation and job-satisfaction based on the biographical variables (gender, home language, marital status, age, race, job classification, education, qualifications, job grade and tenure). Multiple regression analysis revealed these variables significant explained the variance in job satisfaction and motivation. The results reveal some interesting insights into the relationship between union service delivery, motivation and job satisfaction amongst unionised workers in a media organisation in the Western Cape. Recommendations are made with respect to the management of this focal area of research.</p>

Vårt samhälle idag präglas av ett ökat flöde av varor, tjänster och information och avståndet till världen runt omkring oss krymper. För organisationer innebär detta att kravet på effektivitet har blivit ett faktum och i samband med information kan begreppet strategisk kommunikation vara nyckeln till framgång. Vi som studerar medie- och kommunikationsvetenskap funderar ofta på vilka krav och förväntningar kommande arbetsgivare har på oss kommunikatörer som snart ska ut på arbetsmarknaden. Vi har också funderat på vilka arbetsgivare som bäst kommer att kunna möta vår strävan efter intressanta och utvecklande arbetsuppgifter. I den diskussion som just nu pågår har vi uppmärksammat att många ser organisationer inom den privata sektorn som mer attraktiva än organisationer inom den offentliga. Denna förutfattade mening gjorde oss intresserade av att undersöka om det finns några skillnader av upplevd yrkesstatus mellan kommunikatörer anställda inom de olika sektorerna. Är det någon skillnad och i så fall vilka faktorer är det som påverkar och orsakar dessa skillnader? För att vi skulle kunna belysa och diskutera frågan om det fanns någon skillnad av upplevd yrkesstatus hos kommunikatörer i privat respektive offentlig sektor, valde vi att studera tillfredsställelse och stolthet i yrkesrollen. Ett mål för studien var även att ge förslag på åtgärder som kunde höja kommunikatörers yrkesstatus oavsett vad den är idag. Vi utgick från en kvalitativ ansats och genomförde åtta intervjuer med yrkesverksamma kommunikatörer inom de båda sektorerna. Resultatet av studien visar att samtliga intervjupersoner upplever tillfredsställelse och stolthet i yrkesrollen men att faktorerna som påverkar denna upplevelse skiljer sig åt mellan de båda sektorerna. Inom den privata sektorn tenderar intervjupersonerna att sträva efter yttre bekräftelse medan intervjupersonerna inom den offentliga sektorn tenderar att sträva efter inre bekräftelse. I resultatet kan vi även skönja en förändring i klimatet inom den privata sektorn. Den tidigare så goda tillgången på resurser har minskat och har fått konsekvenser för intervjupersonerna. Kravet på lönsamhet gör att några organisationer inom denna sektor har koncentrerat och flyttat sina kommunikationsenheter till storstäder. Därmed har möjligheterna till personlig utveckling och till avancemang inom organisationen begränsats. En tolkning som vi gör utifrån diskussionen kring centralisering är även att den externa kommunikationen har prioriterats på bekostnad av den interna. För den som är intresserad ser vi här en möjlighet att bygga vidare på vår studie genom att undersöka hur kommunikatörens yrkesstatus har förändrats i organisationer som har centraliserat sina kommunikationsverksamheter. / Today’s communities are characterized by a torrent of goods, services and information and the world around us is getting smaller. That leaves consequences for organisations by demands on effectiveness and the concept strategic communication may be the key to success. We who are studying media and communication are often thinking about which demands and expectations our future employers have on us as communicators. Other thoughts we have around this are which employees that best can meet our endeavor after interesting and developing working tasks. We have noticed that the discussion about employees among students often includes that it is more interesting to work in the private sector than in the public sector. The discussion made us more curious about how the communicators working in respective sectors experienced their own professional status. We wondered if there was any differences, and if, which factors the possible differences was affected and caused by? To be able to discuss and illustrate the question about differences in experienced professional status between communicators working in the public or private sector, we chose too study satisfaction and pride in the professional role. One further goal was to give proposals on measures that could raise communicator’s professional status irrespective of what it is today. We had a qualitative approach and we interviewed four professional communicators in each sector. The result from our study shows that all of the interview persons experience satisfaction and pride in their professional role but the factors that affects the experience is different between the two sectors. The interviewed persons working in the private sector tend to strive against outer confirmation and the interviewed persons in the public sector tend instead to strive against inner confirmation. We can also discern a change in climate in the private sector. The organisations in the private sector are concentrating their communication units to big cities as a result of high demands on profitability. With that has the opportunities of individual development and the chance to advance within the organization been restricted. Our interpretations about concentrating the communication units to bigger cities are that we believe that the external communication will be prioritized on the expense of the internal communication. For those who are interested we here see an opportunity of further studies about the professional role and status of communicators that works in organisations that has concentrated their communications units and see if a difference can be seen.

The purpose of this study was to examine the experience of organizational culture among salespeople at a specific workplace. The purpose was also to investigate what motivates these salespeople in their work and the impact culture has on their motivation. We have used a qualitative research method to collect the empirical material. With the help of seven interviews, including six salespeople from one of Sweden’s biggest electronic retailer and also one information interview with a sales consultant, we attempted to find the answer to how they perceive the organizational culture and how it affects their work motivation.  The following questions are used to fulfill this purpose:   How do the salespeople experience the organizational culture?   What motivates the salespeople in their daily work?   What effects does the organizational culture have on the salespersons motivation?  As analytical tools we have used are the concept of organizational culture, Schein's description of the three components of culture and Herzberg Motivation-Hygiene theory.  The results of the study indicate that the salespeople experience a positive organizational culture and that this culture promotes fellowship and unity between colleagues, which in turn contributes to an enhanced motivation. Our study also shows that there are other factors contributing to the salespeople’s motivation such as conscious efforts of the organization and the factors that are built in into their daily work. A strong contest culture is also shown in the organization, the colleagues compete amongst each other to become the best salesperson. / Syftet med denna studie var att undersöka hur försäljarna inom en specifik butikskedja upplever organisationskulturen på sin arbetsplats. Syftet var även att undersöka vad som motiverar försäljarna i deras dagliga arbete samt vilken betydelse organisationskulturen har på försäljarnas motivation.  Vi har använt oss av en kvalitativ undersökningsmetod för att samla in det empiriska materialet. Vi har tagit hjälp av sju intervjupersoner varav sex försäljare i en av Sveriges största elektronikkedjor och en informant som informationskälla till försäljaryrket. Med hjälp av dessa intervjupersoner har vi försökt få svar på hur de upplever organisationskulturen och vad i denna organisationskultur som påverkar deras motivation. Följande frågeställningar används för att uppfylla detta syfte:   Hur upplever försäljarna organisationskulturen?   Vad motiverar försäljarna i deras dagliga arbete?   Vilken betydelse har organisationskulturen på försäljarnas motivation?  Som analysverktyg har vi använt oss av begreppet organisationskultur, Scheins förklaring av organisationskulturens tre olika beståndsdelar samt Herzbergs Motivation-Hygien theory.  Resultatet av undersökningen påvisar att försäljarna upplever organisationskulturen positivt och att denna organisationskultur främjar gemenskapen och samhörigheten mellan kollegorna, vilket i sin tur bidrar till en ökad motivation bland försäljarna. Vår studie visar även att det finns ytterligare faktorer som bidrar till försäljarnas motivation, såsom medvetna insatser från ledningen och faktorer som är invävda i det dagliga arbetet. Även en stark tävlingskultur påvisas i organisationen, där försäljarna tävlar sinsemellan för att bli den bästa säljaren.

<p>Vårt samhälle idag präglas av ett ökat flöde av varor, tjänster och information och avståndet till världen runt omkring oss krymper. För organisationer innebär detta att kravet på effektivitet har blivit ett faktum och i samband med information kan begreppet strategisk kommunikation vara nyckeln till framgång. Vi som studerar medie- och kommunikationsvetenskap funderar ofta på vilka krav och förväntningar kommande arbetsgivare har på oss kommunikatörer som snart ska ut på arbetsmarknaden. Vi har också funderat på vilka arbetsgivare som bäst kommer att kunna möta vår strävan efter intressanta och utvecklande arbetsuppgifter. I den diskussion som just nu pågår har vi uppmärksammat att många ser organisationer inom den privata sektorn som mer attraktiva än organisationer inom den offentliga. Denna förutfattade mening gjorde oss intresserade av att undersöka om det finns några skillnader av upplevd yrkesstatus mellan kommunikatörer anställda inom de olika sektorerna. Är det någon skillnad och i så fall vilka faktorer är det som påverkar och orsakar dessa skillnader?</p><p>För att vi skulle kunna belysa och diskutera frågan om det fanns någon skillnad av upplevd yrkesstatus hos kommunikatörer i privat respektive offentlig sektor, valde vi att studera tillfredsställelse och stolthet i yrkesrollen. Ett mål för studien var även att ge förslag på åtgärder som kunde höja kommunikatörers yrkesstatus oavsett vad den är idag. Vi utgick från en kvalitativ ansats och genomförde åtta intervjuer med yrkesverksamma kommunikatörer inom de båda sektorerna.</p><p>Resultatet av studien visar att samtliga intervjupersoner upplever tillfredsställelse och stolthet i yrkesrollen men att faktorerna som påverkar denna upplevelse skiljer sig åt mellan de båda sektorerna. Inom den privata sektorn tenderar intervjupersonerna att sträva efter yttre bekräftelse medan intervjupersonerna inom den offentliga sektorn tenderar att sträva efter inre bekräftelse. I resultatet kan vi även skönja en förändring i klimatet inom den privata sektorn. Den tidigare så goda tillgången på resurser har minskat och har fått konsekvenser för intervjupersonerna. Kravet på lönsamhet gör att några organisationer inom denna sektor har koncentrerat och flyttat sina kommunikationsenheter till storstäder. Därmed har möjligheterna till personlig utveckling och till avancemang inom organisationen begränsats. En tolkning som vi gör utifrån diskussionen kring centralisering är även att den externa kommunikationen har prioriterats på bekostnad av den interna. För den som är intresserad ser vi här en möjlighet att bygga vidare på vår studie genom att undersöka hur kommunikatörens yrkesstatus har förändrats i organisationer som har centraliserat sina kommunikationsverksamheter.</p> / <p>Today’s communities are characterized by a torrent of goods, services and information and the world around us is getting smaller. That leaves consequences for organisations by demands on effectiveness and the concept strategic communication may be the key to success. We who are studying media and communication are often thinking about which demands and expectations our future employers have on us as communicators. Other thoughts we have around this are which employees that best can meet our endeavor after interesting and developing working tasks. We have noticed that the discussion about employees among students often includes that it is more interesting to work in the private sector than in the public sector. The discussion made us more curious about how the communicators working in respective sectors experienced their own professional status. We wondered if there was any differences, and if, which factors the possible differences was affected and caused by?</p><p>To be able to discuss and illustrate the question about differences in experienced professional status between communicators working in the public or private sector, we chose too study satisfaction and pride in the professional role. One further goal was to give proposals on measures that could raise communicator’s professional status irrespective of what it is today. We had a qualitative approach and we interviewed four professional communicators in each sector.</p><p>The result from our study shows that all of the interview persons experience satisfaction and pride in their professional role but the factors that affects the experience is different between the two sectors. The interviewed persons working in the private sector tend to strive against outer confirmation and the interviewed persons in the public sector tend instead to strive against inner confirmation. We can also discern a change in climate in the private sector. The organisations in the private sector are concentrating their communication units to big cities as a result of high demands on profitability. With that has the opportunities of individual development and the chance to advance within the organization been restricted. Our interpretations about concentrating the communication units to bigger cities are that we believe that the external communication will be prioritized on the expense of the internal communication. For those who are interested we here see an opportunity of further studies about the professional role and status of communicators that works in organisations that has concentrated their communications units and see if a difference can be seen.</p>

<p>The purpose of this research is to determine employee satisfaction towards union service delivery and the effect it might have on their motivation. For the purposes of the research, the term customer applies to all union members being serviced by the union and enjoying benefits of negotiations at a centralised or de-centralised level. More generally, trade unions and collective bargaining are seen to enhance the dignity of workers and their control of their working lives, hence the important role trade unions play within the workplace. Service deliveries from a trade union to its members are an important element of employee behaviour and motivation. The research will aim to&nbsp / measure union member&rsquo / s (customer) satisfaction of the service they receive from their union and the impact it possibly has on otivation. The hypothesis of the research is that if workers are satisfied by the service they receive from their trade union their motivational levels will also be high. Alternatively, if workers are dissatisfied by the service they receive from their trade union, their motivation will be low. A Biographical questionnaire, the Organizational Motivation Questionnaire (OMQ) and the Service Quality Questionnaire was administered to respondents to elicit responses on how the aspects of union service delivery impacts on their motivation in the workplace.&nbsp / The results emanating from the current study indicate that there are statistically significant relationships between work content, payment, promotion, recognition, working conditions, benefits, personal, leadership/ supervision, general and work motivation and satisfaction in the technical department of a media organisation in the Western Cape. Furthermore, results show the nine independent variables (work content, payment, promotion, recognition, working conditions, benefits, personal, leadership/ supervision and general) significantly explained the variance in work motivation and service-delivery. The study also shows a statistically significant difference in motivation and job-satisfaction based on the biographical variables (gender, home language, marital status, age, race, job classification, education, qualifications, job grade and tenure). Multiple regression analysis revealed these variables significant explained the variance in job satisfaction and motivation. The results reveal some interesting insights into the relationship between union service delivery, motivation and job satisfaction amongst unionised workers in a media organisation in the Western Cape. Recommendations are made with respect to the management of this focal area of research.</p>

Magister Commercii - MCom / The purpose of this research is to determine employee satisfaction towards union service delivery and the effect it might have on their motivation. For the purposes of the research, the term customer applies to all union members being serviced by the union and enjoying benefits of negotiations at a centralised or de-centralised level. More generally, trade unions and collective bargaining are seen to enhance the dignity of workers and their control of their working lives, hence the important role trade unions play within the workplace. Service deliveries from a trade union to its members are an important element of employee behaviour and motivation. The research will aim is to measure union members (customer) satisfaction of the service they receive from their union and the impact it possibly has on otivation. The hypothesis of the research is that if workers are satisfied by the service they receive from their trade union their motivational levels will also be high. Alternatively, if workers are dissatisfied by the service they receive from their trade union, their motivation will be low. A Biographical questionnaire, the Organizational Motivation Questionnaire (OMQ) and the Service Quality Questionnaire was administered to respondents to elicit responses on how the aspects of union service delivery impacts on their motivation in the workplace.&nbsp; The results emanating from the current study indicate that there are statistically significant relationships between work content, payment, promotion, recognition, working conditions, benefits, personal, leadership/ supervision, general and work motivation and satisfaction in the technical department of a media organisation in the Western Cape. Furthermore, results show the nine independent variables (work content, payment, promotion, recognition, working conditions, benefits, personal, leadership/ supervision and general) significantly explained the variance in work motivation and service-delivery. The study also shows a statistically significant difference in motivation and job-satisfaction based on the biographical variables (gender, home language, marital status, age, race, job classification, education, qualifications, job grade and tenure). Multiple regression analysis revealed these variables significant explained the variance in job satisfaction and motivation. The results reveal some interesting insights into the relationship between union service delivery, motivation and job satisfaction amongst unionised workers in a media organisation in the Western Cape. Recommendations are made with respect to the management of this focal area of research. / South Africa

This thesis on „Form and methods in construction“ is focused on satisfaction and motivation of employees from UNISTAV a.s. company. In theoretical part I focus on the most important and generally accepted theory of motivation. I also mention forms of motivation and also methods which can be used by managers in construction to challenge and stimulate their employees to perform better and to identify goals of individuals with goals of company. In the last part I introduce relevant information about studied company. As an example for empirical part of work, based on working hypothesis I created two questionnaires. On for ordinary customer and second one for managers. I also studied opinions on company communications and corporate culture in general. One of the main benefits of this thesis is, that it clearly defines weak and strong spots relative to the chosen topic. It also compares views of employees and their managers. From these findings I constructed series of solutions and recommendations. For convenience I show my findings in form of simple graphs.

No description available.

Bakgrund: Motivation är en viktig faktor inom ett företag. När de anställda är motiverade gynnar det företaget samtidigt som de själva kommer att trivas och må bra. Chefer har också en betydande roll när det kommer till att skapa och utveckla en motiverad personal på arbetsplatsen. Herzbergs tvåfaktorsteori kommer att användas i studien för att finna likheter och skillnader mellan chefers sätt att bidra till trivsel och motivation på arbetsplatsen och den faktiska trivseln och motivationen hos de anställda.  Syfte: Studien syftar till att undersöka faktorer som anställda och chefer trivs och motiveras av samt hur chefer arbetar för att bidra till trivsel och motivation på arbetsplatsen. Metod: Genom en kvantitativ metod i form av enkäter samt en kvalitativ forskning tillsammans med semistrukturerade intervjuer kan studien analysera faktorer som är avgörande för anställda och chefers trivsel och motivation samt hur chefer arbetar för att bidra till trivsel och motivation på arbetsplatsen.  Resultat och slutsats: Studien har kommit fram till att både hygien- och motivationsfaktorer genererar trivsel bland de anställda på arbetsplatsen. För chefer är motivationsfaktorerna mest avgörande för att skapa trivsel och motivation. Uppsatsens resultat visar även att det finns positiva samband mellan hygien- och motivationsfaktorer och trivsel bland de anställda på arbetsplatsen. Studien har dessutom kommit fram till att det valda fallföretaget har motiverade chefer och anställda samt att chefer arbetar för att bidra till trivsel och motivation på arbetsplatsen. För att motivation ska finnas på hela arbetsplatsen kan uppsatsförfattarna dra slutsatsen att det är av sin vikt att alla trivs. / Background: Motivation is a principal factor within a company. When the employees are motivated, it benefits the company while they themselves will enjoy and feel good. Managers also have a significant role when it comes to creating and developing a motivated workforce in the workplace. Herzberg's two-factor theory will be used in the study to find similarities and differences between managers' ways of contributing to well-being and motivation in the workplace and the actual well-being and motivation of the employees. Purpose: The study aims to investigate factors that employees and managers enjoy and are motivated by and how managers work to contribute to well-being and motivation in the workplace. Method: Through a quantitative method in the form of questionnaires as well as qualitative research together with semi-structured interviews, the study can analyze factors that are decisive for employees' and managers' well-being and motivation, as well as how managers work to contribute to well-being and motivation in the workplace. Results and conclusion: The study has concluded that both hygiene and motivational factors generate well-being among the employees at the workplace. For managers, the motivational factors are most decisive in creating well-being and motivation. The essay's results also show that there are positive relationships between hygiene and motivational factors and well-being among the employees in the workplace. The study has also concluded that the selected case company has motivated managers and employees and that managers work to contribute to well-being and motivation in the workplace. For motivation to exist throughout the workplace, the essay writers can conclude that it is important that everyone enjoys themselves.