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An important issue that managers are facing in today’s intensive business environment is how to compensate their employees to keep them motivated. The trend is to be rewarded for the individual performances, which has increased the usage of commission based salary systems. Previous research suggests that commission salary provokes internal competition, while it damages cooperation. However, the main issue in feminine and masculine societies is what motivates people, which indicates that the effects of commission based salary systems needed to be examined from a cultural perspective. Therefore, with the main aim was to enhance the understanding of this, the problem was addressed by the overreaching research question: How do commission based salary systems affect cooperation and internal competition in masculine and in feminine societies? To answer this, empirical data was acquired from Sweden and the United States. Sweden is recognized as the most feminine society, where social motives are dominating. The United States on the other hand, is recognized as a masculine society that encourages competition and where money is the main motivator. The empirical data derived from personal interviews with real estate agents that work with commission salary. Three case companies within each country were included in the study and three interviewees within each company participated. The findings showed that commission salary tends to increase the work effort, limit the cooperation, while it increases the internal competition. Nevertheless, the effects it has distinctively differs between the societies. In Sweden, the importance of group cohesion and interpersonal relationship results in a higher level of cooperation than in the United States. Despite that commission salary evokes internal competition, colleagues are colleagues above all in Sweden. In the United States however, cooperation mainly occurs when it serves the individual performances. Here, money and the own success are what matter the most and due to the competitive mindset, internal competition becomes significantly more intensive in the United States than in Sweden. In contrary to Sweden, commission salary can turn colleagues into competitors, for better or for worse. / Master thesis

Titel: MOTIVERANDE LEDARBETEENDEN I FASTIGHETSMÄKLARBRANSCHEN - Ur ett ledarskapsperspektiv Nivå: C-uppsats inom ämnet företagsekonomi Författare: Rasmus Israelsson & Vincent Lanner Handledare: Monika Wallmon Examinator: Svante Brunåker Datum: Juni 2021 Syfte: Syftet med denna studie är att undersöka hur motiverande ledarbeteenden tar sig uttryck inom specifika fastighetsmäklarföretag. Med fokus på målvägsteorin och intern konkurrens. Empiri: I den empiriska delen av uppsatsen presenteras en sammanställning av intervjusvaren, det vi ansåg vara mest väsentligt utifrån målvägsteorin framhävs. Metod: En kvalitativ metod användes för att genomföra studien. Semistrukturerade intervjuer användes vid genomförandet av de kvalitativa intervjuerna för att få mer utvecklade svar. 10 kontorschefer/franchisetagare intervjuades via zoom, telefon samt fysiska möten. Slutsats: Både intern konkurrens och målvägsteorin kan skapa motivation för medarbetare. Intern konkurrens är ett fenomen som kan styras med hjälp av målvägsteorin till en motivationsfaktor. Studiens bidrag: Tidigare forskning har främst fokuserat på fallstudier med inriktning på målvägsteorin. Denna studie har undersökt sambanden mellan målvägsteorin och intern konkurrens samt haft fokus på en bransch som tidigare inte studerats med målvägsteorin. Förslag till vidare forskning: Vidare forskning som rekommenderas är att även inkludera medarbetare i studien för att få ett bredare perspektiv på problemet.   Nyckelord: intern konkurrens, motivation, ledare, fastighetsmäklare, målvägsteorin / Title: MOTIVATING LEADERSHIP BEHAVIORS IN THE REAL ESTATE AGENCY INDUSTRY - From a leadership perspective Level: C-thesis in the subject business administration Authors: Rasmus Israelsson & Vincent Lanner Supervisor: Monika Wallmon Examiner: Svante Brunåker Date: June 2021 Aim: The aim of this study is to investigate how motivating leadership behaviors are expressed within specific brokerage firms. Focus is on goal path theory and internal competition. Empirical data: In the empirical part of the essay, a compilation of the interview answers is presented, which we considered to be most important based on the path-goal theory. Method: A qualitative method was used to conduct the study. Conclusion: The conclusion is that internal competition and the path-goal theory can both create motivation for employees. Internal competition is a phenomenon that can be controlled with the help of the path-goal theory to a motivating factor. Contributions of the thesis: Previous research has mainly focused on case studies focusing on the path-goal theory. This study has examined the connections between the path-goal theory and internal competition and focused on an industry that has not previously been studied with the path-goal theory. Suggestions for further research: Further research that is recommended is to also include employees in the study in order to gain a broader perspective on the problem. Keywords: internal competition, motivation, leaders, real estate agent, path-goal theory

This study links ethical leadership theory to the implementation of improved leadership practices and examines whether ethical leadership characteristics actually exist, particularly in highly operational environments. The study analyses how ethical leadership can be embedded by process, by applied leadership (role modelling), and by changing culture and climate. The conclusion reveals that all three approaches are needed for an implementation and depend on middle managers, otherwise no organisational transformation is possible. The research design of this qualitative study analyses data from 100 in-depth interviews using inductive categorisation, aiming to retrieve deep, rich and unprompted data from a highly developed and advanced production facility. The ethical leadership characteristics, and evidence specific influences on leadership behaviour, revealing 14 perceived leadership issues resulting in a leadership climate which negatively influences motivation, performance, and corporate culture. These issues were found to be responsible for deteriorating work climate, motivation, morale, and team spirit. Particularly favouritism, inequalities, shouting, blaming, internal competition and unclear strategies ruin motivation, employee health, and co-operation. Concerning the implementation of a better suited leadership culture, a research framework model is developed, integrating transformational change and leadership. Findings document that the influence of middle managers acting as role models seems to be greater than research suggests. Key findings also show that individual leadership development without changing the corporate realities is not sufficient to implement ethical strategies. Neglecting to actively control the leadership climate can have devastating effects even for very successful operations. Considering the pressure of goal attainment in highly operational areas, an absence of unethical behaviour can already be seen as a success for leaders. Finally, a change process sequence for shaping leadership climate was identified. These research results are highly relevant for organisations and leaders wishing to be engaged in improving their leadership quality.