Denna studie syftade till att bidra med kunskap om hur olika faktorer påverkar anställdas motivation i arbetet. Syftet preciserades med frågeställningarna “Hur påverkar yttre faktorer anställdas arbetsmotivation vid ett svenskt företag?” och “Hur påverkar inre faktorer anställdas arbetsmotivation vid ett svenskt företag?” En kvalitativ metod användes i form av semistrukturerade intervjuer. Intervjudeltagarna var tio anställda på ett större svenskt företag inom banksektorn. Intervjuerna kodades i sin helhet och presenterades i flertalet teman under kategorierna yttre och inre faktorer. Analysen utgick från Herzbergs motivation-hygienteori, vilket var det teoretiska ramverk som valts. De yttre faktorerna som diskuterades i studien var: förmåner, anställningstrygghet och ersättning. De inre faktorer som togs upp var: utmaning och utveckling, intressanta arbetsuppgifter, meningsfullt arbete, återkoppling i form av uppmärksamhet och bekräftelse samt frihet under ansvar. Resultatet visade att medan inre faktorer upplevdes ha en direkt påverkan på motivation, så upplevdes yttre faktorer inte i någon större utsträckning påverka motivation. Däremot när yttre faktorer hade en nära sammankoppling med inre faktorer, upplevdes även yttre faktorer ha en påverkan på motivation. / The aim of this study was to add to the existing knowledge about how employees’ work motivation is influenced by a number of factors. The study was guided by the following two research questions: How does external factors affect employees work motivation at a Swedish company? and How does internal factors affect employees work motivation at a Swedish company? A qualitative method was applied. The empirical basis consisted of semi-structured interviews with ten employees at a larger Swedish company within the banking sector. The interviews were coded into several themes of external and internal factors. The analysis was based on Herzberg’s motivation-hygiene theory. The external factors were: benefits, job security, and compensation. The internal factors were: challenge and development, interesting work tasks, meaningful work, feedback through attention and confirmation, as well as freedom and responsibility. The findings showed that while internal factors were perceived to have a direct influence on motivation, external factors were not perceived as having a particularly large influence on motivation. However, when combined with internal factors, also external factors were perceived to influence motivation.

The distance setting induced by the Covid-19 outbreak in 2020 forced many employees into a new work setting. The accounting sector was no exception, seeing an increasing rate of remote work further accelerated by the pandemic. It is well established that remote work has a variety of consequences, and that these can impact motivation. Therefore, this paper aims to identify and analyze the consequences of remote work on the motivation of a team within the accounting field. Specifically, the paper investigates a team of controllers’ perceptions of work-related changes and their consequences using Herzberg, Mauser, and Snyderman’s (1993) motivation-hygiene theory. Through qualitative interviews, the investigation found perceived changes in company policies, working conditions, recognition, and supervision to impact motivation differently between the respondents. Further, the study concludes that personal life and interpersonal relations are subject to changes in a virtual setting and had impacts on motivation on the team level while telecommuting. / Till följd av Covid-19 pandemin som bröt ut 2020 försattes många anställda i en ny, virtuell arbetsmiljö. Redovisningssektorn, som såg en ökad grad av hemarbete till följd av pandemin, var inget undantag till detta fenomen. Det är väl etablerat att distansarbetet hade flera konsekvenser, och att dessa kunde påverka motivation. Av den anledningen syftar denna uppsats till att identifiera och analysera distansarbetes konsekvenser för ett team inom redovisningssektorn. Mer specifikt undersöks en enhet som jobbar med ekonomistyrning och deras uppfattning av arbetsrelaterade förändringar och dess konsekvenser enligt Herzberg, Mausner, och Snydermans (1993) tvåfaktorsteori. Genom kvalitativa intervjuer fann studien att respondenterna uppfattade förändringar i företagspolicy, arbetsförhållanden, erkännande och övervakning och att dessa förändringar påverkade respondenternas motivation på olika sätt. Vidare dras slutsatsen att privatliv och mellanmänskliga relationer påverkade motivationen på teamnivå under distansarbetet.

This research tests the application of job enrichment in a maintenance short-interval-task oriented organization. Data were collected from nine work groups involving twenty-nine employees. Results indicate enrichment in this type of organization is possible. Criteria were established to measure the fit of each work group to the five core job dimensions of skill variety, task identity, task significance, autonomy, and feedback. A strong correlation between core job dimension scores and productivity levels was indicated. A work control program, compatible with job enrichment, is discussed and used to implement job content changes. Manipulation of the job content for poor performing groups with low core job dimension scores has resulted in significant reductions in nonproductive time.

In the present study, the topic under scrutiny is how Philanthropic Corporate Social Responsibility plays a role within the workplace. This study is being presented due to the fact that CSR is often researched with the frame of reference of marketing, whereas the managerial perspective is not often considered. The research question addressed will take a managerial perspective on CSR and examine if implementing Philanthropic CSR only affects extrinsic factors, or if it also has an intrinsic effect on employee motivation. In this research, the questions undergoing discussion to support the study are 1) To what extent does CSR motivate employees? 2) What involvement level of CSR is required for employee motivation? 3) What level does CSR fit into on Maslow’s Hierarchy of Needs? This thesis focuses mainly on connecting Philanthropic CSR to Maslow’s Hierarchy of Needs. Other supporting theories that will be used include: Herzberg’s Motivation Hygiene Theory, McGregor’s X and Y Theory, Self-Determination Theory, and Motivational Crowding Theory. To conduct the research needed, the authors have conducted a deductive study through a comparative design, obtaining qualitative data by the means of semi structured skype interviews. These interviews focus on American for-profit companies that have CSR in their strategy but focus on profit. The data collected has then been analyzed through a thematic approach. The information obtained suggests that Philanthropic CSR plays a role within the workplace, however, it is not seen as an incentive by employees. Moreover, an employee must be personally involved within the company’s CSR program to fully feel the effects that the program has to offer. This is due to the emotional investments made while participating in the said philanthropy. The conclusion found from this study is that Philanthropic CSR does have an intrinsic effect on employees because of the ‘feel good feeling’ they benefit from when they do participate in the Philanthropic CSR. However, to fully understand the effects of the motivational aspects, further research must be conducted.