Det har varit stor uppmärksamhet kring socialsekreterare och deras arbetslivssituation under de senaste åren. Denna fråga är relevant för alla parter på arbetsmarknaden och således ett centralt ämne för personal- och arbetslivsprogrammets slutliga examinationsuppsats. Följande uppsats syftar till att göra en uppföljning av lönesatsningen som gjordes på socialsekreterare i Ludvika kommun 2016. Empirin samlades in genom en metodkombination bestående av en Internetbaserad surveyundersökning till samtliga berörda socialsekreterare samt nio kvalitativa intervjuer. De teoretiska utgångspunkterna tar sin början i motivationsteorier med Maslows behovshierarki, Hertzbergs tvåfaktorteori samt kognitiv förväntningsteori. Den största delen i teoriavsnittet utgörs av teorin om arbetslivsförankring, vilket är författarnas egen översättning av job embeddedness som är skapad av Holtom, Mitchell och Lee (2006). En förklarande modell till denna teori har utformats och återkommer i resultatanalysen för att uppskatta graden av arbetslivsförankring på socialförvaltningen i Ludvika kommun. Resultatet visar att lönesatsningen till viss del uppfyllde sitt syfte då 30 av 34 personer fortfarande arbetar kvar på socialförvaltningen i Ludvika kommun. Däremot förde lönesatsningen en del negativa konsekvenser med sig då socialsekreterarna uttrycker frustration kring att det är mer än ett lönetillägg som krävs för att de ska stanna kvar på sitt arbete. Slutsatsen är att lönesatsningen kunde ha kommunicerats på ett bättre sätt för att gynna relationen och skapa förtroende mellan arbetsgivare och arbetstagare. I frågan om vad det är som gör att medarbetare väljer att stanna kvar på sin arbetsplats har det visat sig många gånger handla om andra faktorer än just lön. / There has been widespread attention to social workers and their working life in recent years. This issue is relevant to all parties in the labour market and thus a key subject for the final exam for the Bachelor of Science in Human Recourse Management. The following essay aims to follow up on the wage efforts made by Social workers in Ludvika Municipality in 2016. The data was collected through a methodological combination consisting of an Internet-based survey of the social workers affected, and nine qualitative interviews. The theoretical starting points began with motivational theories such as Maslow´s hierarchy of needs. Herzberg´s two factor theory and cognitive expectation theory. The main part of the theory section is the theory of ‘arbetslivsförankring’, which is the authors’ translation of job embeddedness, created by Holtom, Mitchell and Lee (2006). An explanatory model for this theory was formulated and returned in the results analysis to estimate the level of working life anchorage in social administration in Ludvika Municipality. The results show that the wage effort to some extent fulfilled its purpose, as 30 out of 34 empolyees still working in the social administration in Ludvika Municipality. On the other hand, wage efforts brought some negative consequences when social workers expressed frustration stating that there is more than pay supplement required to stay on their job. The conclusion is that the pay could be better communicated to further the relationship and create confidence between employers and employees, in regards to what makes employs decide to stay in their workplace, it was repeatedly found that factors other than pay were the main motivators.

"Hur arbetar organisationers ledning med att behålla sina medarbetare? -Vad har motivationsfaktorer för betydelse?" Idag har många organisationer hög personalomsättning vilket oftast ses som ett problem. När en organisation har lagt ner tid och resurser på rekrytering så krävs det fortfarande arbete kring personalfrågor. För att behålla medarbetare inom organisationer, för att inte bli av med dem, så krävs ytterligare arbete vilket organisationer bör vara medvetna om. Syftet med den här studien är att ta reda på ledningens arbete kring motivation för att behålla befintliga medarbetare. Studien ämnar till att ta reda på hur de motiverar medarbetare för att ge en ökad arbetstillfredsställelse och därmed få medarbetare att inte vilja lämna organisationen. För att kunna uppnå syftet med studien har vi med en kvalitativ metod genomfört fem djupgående intervjuer. Dessa intervjuer har gjorts på personer med en ledningsposition inom finans och försäkringsbranschen. Empirin visar de olika ledarnas arbetssätt gällande rekrytering och hur de själva motivera individer. Alla respondenter har fått möjligheten att med egna ord själva berätta vad som är motivation för dom. Empirin visar även vilka belöningssystem dessa organisationer har och vad ledningen anser dessa har för effekt. Bland annat resonerar tidigare forskning kring personalomsättningskostnader samt vad som krävs för att behålla befintliga medarbetare inom organisationen. Tidigare forskning visar även att det råder delade meningar om vad motivation är, hur det uppfylls och vem som bär ansvaret för att upprätthålla motivation. Resultatet visar att det finns specifika motivationsfaktorer som kan vara avgörande för om medarbetare stannar eller väljer att avsluta sin tjänst. Rekrytering visar sig också spela roll vid arbetet kring att behålla medarbetare. / "How does organizational management keep their employees?" -Of what significance are motivational factors? Today, many organizations have high employee turnover which is often seen as a problem. When an organization has invested time and resources in recruitment, it still requires work on personnel matters. In order to retain employees within organizations further work is needed which organizations should be aware of. The purpose of this study is to find out how the management work with motivation as a factor to keep existing employees. The study aims to find out how they motivate employees to give greater job satisfaction and thus get people not wanting to leave the organization. In order to achieve the purpose of the study, we have with a qualitative approach conducted five in-depth interviews. The respondents of these interviews did all have a leadership position in the financial or insurance business. The empirical data shows how the various leaders complete their recruitments and how they motivate individuals. All respondents got the opportunity to, with their own words, describe what motivation is for them. The empirical data also shows which reward systems these organizations use and what kind of effect it has. Earlier research shows what kind of employee costs there are and what it takes to retain existing employees within the organization. Previous research also shows that there is a disagreement between authors about what motivation is, how it is fulfilled and whom that is responsible for maintaining motivation. The result shows that there are specific motivational factors that can determine whether employees stay or choose to give their notice. Recruitment is also shown to be significant in the work on retaining employees.

This study aimed to examine the experience of work motivation among young adults between the ages of 20-25 years old. Eight qualitative interviews were held with a semi-structured method. The guide for the interviews conducted work motivation as a theme with underlying questions based on themes, previously research and theoretical starting points, the aim of the study and issue. The guide for the interview contained eight main issues with general follow up questions. A thematic analysis were used to bring out four different themes which were the importance of having good colleagues, to develop, to get feedback and salary. The result of the study showed that young adults are motivated by both intern and extern motivational factors according to Herzberg’s motivation theory. This is something that previous studies did not show according to Inceoglu, Segers and Bartram (2012) who claims in their study that young adults are more motivated by intern motivational factors than extern motivational factors. This study therefore highlights the impact of age among individuals and that the age can have influence when it comes to the experienced work motivation. / Denna studie har till syfte att undersöka upplevelsen av arbetsmotivation bland unga vuxna iåldrarna 20-25 år. Åtta kvalitativa intervjuer har genomförts med en semistruktureradintervjumetod. Intervjuguiden innehöll temat arbetsmotivation med underliggande frågorbaserat utifrån teman, tidigare forskning samt teoretiska utgångspunkter, studiens syfte samtfrågeställning. Intervjuguiden innehöll åtta huvudfrågor med generella följdfrågor. Entematisk analys har sedan använts för att koda fram fyra olika teman, vilket blev vikten av attha bra kollegor, att utvecklas, att få feedback och lön. Resultatet visade på att unga vuxnamotiveras av både inre och yttre motivationsfaktorer enligt Herzbergs motivationsteori, vilkettidigare forskning inte visat på då Inceoglu, Segers och Bartram (2012) menar att unga vuxnamotiveras mer av interna faktorer än externa faktorer. Denna studie belyser därmedbetydelsen av att individers ålder har inflytande för den upplevda arbetsmotivationen.

Várias metodologias buscam conhecer e medir o desempenho dos indivíduos na organização, estabelecendo uma comparação entre o comportamento esperado e o apresentado por esses indivíduos. Este trabalho tem o propósito de desenvolver um método que integre a avaliação de desempenho de modo objetivo, fatores motivacionais, o planejamento estratégico das instituições de P&D e os critérios de avaliação do CNPq. A partir da revisão bibliográfica, aplicações práticas, e indicadores de produtividade acadêmica, chegou-se ao modelo proposto, com o qual se almeja contribuir para a melhoria das instituições de P&D. O modelo é flexível, pois permite avaliar a produção acadêmica na área de serviço, ensino, produção e desenvolvimento, podendo ser aplicado/adaptado em qualquer área do conhecimento. Com base em uma análise quantitativa e qualitativa dos dados obtidos, conclui-se que a metodologia multidimensional de avaliação de desempenho pode por meio de indicadores, de forma objetiva, avaliar a produção acadêmica de pesquisadores e tecnologistas científicos. / Various methodologies seek to know and measure the performance of individuals in the organization, comparing the expected behavior and that presented by these individuals. This work aims at developing a method that integrates, objectively, the performance assessment, motivational factors, the strategic planning of R & D institutions and the CNPq evaluation criteria. From the literature review, practical applications and academic productivity indicators, the proposed model with the target of contributing to the improvement of R & D institutions, was achieved. The model is flexible because it allows the academic production in the service area, teaching, production and development to be evaluated and it may be applied / adapted to any area of knowledge. Based on quantitative and qualitative data analysis, it was concluded that the multidimensional methodology for performance evaluation may, by means of specific indicators, appraise, objectively, the academic production of scientific researchers and technologists.

Submitted by Adriana Alves Rodrigues (aalves@espm.br) on 2018-10-08T12:18:26Z No. of bitstreams: 1 Dissertação_MPCC- Caroline de Souza Ferraz.pdf: 2352368 bytes, checksum: 0bdbc99e0db36e10a25810609c25a4b1 (MD5) / Approved for entry into archive by Adriana Alves Rodrigues (aalves@espm.br) on 2018-10-08T12:18:53Z (GMT) No. of bitstreams: 1 Dissertação_MPCC- Caroline de Souza Ferraz.pdf: 2352368 bytes, checksum: 0bdbc99e0db36e10a25810609c25a4b1 (MD5) / Approved for entry into archive by Debora Cristina Bonfim Aquarone (deborabonfim@espm.br) on 2018-10-08T12:34:34Z (GMT) No. of bitstreams: 1 Dissertação_MPCC- Caroline de Souza Ferraz.pdf: 2352368 bytes, checksum: 0bdbc99e0db36e10a25810609c25a4b1 (MD5) / Made available in DSpace on 2018-10-08T12:34:52Z (GMT). No. of bitstreams: 1 Dissertação_MPCC- Caroline de Souza Ferraz.pdf: 2352368 bytes, checksum: 0bdbc99e0db36e10a25810609c25a4b1 (MD5) Previous issue date: 2018-03-13 / Collaboration is no longer just a human value, it has become a lifestyle. With the rise of virtual communities and social networks, individuals have taken up collaborative principles and practices, going beyond the cyberspace and applying them to other physical dimensions of life. This behavior change has become a global phenomenon, transforming the way people live and consume. Within this context, this research aims to understand the motivations that lead to sharing economy, focusing on young people from the São Paulo Metropolitan Region, who were born in the 1990s and grew up with the advent of the internet. The study proposes a dialogue between authors such as Bockmann (2013), Lamberton and Rose (2011), Van de Glind (2013) and Hamari et al. (2013) in order to understand the different motivational factors, besides quantifying this information based on a survey conducted with 570 respondents. Results contribute to the literature as well to the Brazilian market regarding sharing economy, showing that the relationship between Brazilians and this economic alternative, despite the strengthening of collective values, is still quite individual and rational. The main motivations involved are convenience and flexibility, reduction of costs and access to new and differentiated services, all of them considered extrinsic, driven by a benefit or a reward. Social and sustainable factors, for instance, were not direct motivations. More than bringing greater understanding about the phenomenon, this research seeks to foster discussions and new studies about the future of sharing economy / A colaboração deixou de ser somente um valor e tornou-se um estilo de vida. Com a ascensão das comunidades virtuais e redes sociais, os indivíduos retomaram os princípios e práticas colaborativas que extrapolaram o ciberespaço e passaram a ser aplicadas a outras dimensões físicas da vida. Essa mudança de comportamento tornou-se um fenômeno global, transformando o modo como as pessoas vivem e consomem. Dentro desse contexto, a presente dissertação tem como objetivo entender as motivações que levam à adesão da economia colaborativa, tendo como foco jovens da Região Metropolitana de São Paulo nascidos na década de 1990 ˗ que cresceram com o advento da internet. O estudo propõe um diálogo entre autores como Bockmann (2013), Lamberton e Rose (2011), Van de Glind (2013) e Hamari et al. (2013) com a finalidade de compreender os diferentes fatores motivacionais para a colaboração e atribui quantificações a eles por meio de uma pesquisa survey com 570 entrevistados. Os resultados contribuem tanto para a literatura quanto para o mercado brasileiro no que diz respeito à economia colaborativa, mostrando que a relação do brasileiro, apesar do fortalecimento de valores coletivos, ainda é bastante individual e racional. As principais motivações relacionadas aos serviços financeiros consistem na conveniência e praticidade, redução de custos e no acesso a serviços novos e diferenciados, todas elas consideradas extrínsecas, ou seja, em função de um benefício ou recompensa. Os fatores sociais e sustentáveis, por sua vez, não se mostraram impulsionadores diretos. Mais do que trazer maior compreensão sobre o fenômeno, esta investigação busca fomentar discussões e novos estudos acerca do futuro da economia colaborativa.

The thesis is dedicated to the topic of employment and motivation of workers in tourism segment. The goal is to get a structure of motivational factors that are important for workers in travel agencies, hotels and information centres and find out, how the factors are present in the scope of employment. On this research the research among students of tourism schools takes up. The results are compared to the similar researches made on the Czech employees as a whole. For better understanding of the importance of workers for tourism business the thesis contains basic overview of the business that serve the tourist participants and detailed overview of the sources of statistical data regarding employment in the tourism segment.

Várias metodologias buscam conhecer e medir o desempenho dos indivíduos na organização, estabelecendo uma comparação entre o comportamento esperado e o apresentado por esses indivíduos. Este trabalho tem o propósito de desenvolver um método que integre a avaliação de desempenho de modo objetivo, fatores motivacionais, o planejamento estratégico das instituições de P&D e os critérios de avaliação do CNPq. A partir da revisão bibliográfica, aplicações práticas, e indicadores de produtividade acadêmica, chegou-se ao modelo proposto, com o qual se almeja contribuir para a melhoria das instituições de P&D. O modelo é flexível, pois permite avaliar a produção acadêmica na área de serviço, ensino, produção e desenvolvimento, podendo ser aplicado/adaptado em qualquer área do conhecimento. Com base em uma análise quantitativa e qualitativa dos dados obtidos, conclui-se que a metodologia multidimensional de avaliação de desempenho pode por meio de indicadores, de forma objetiva, avaliar a produção acadêmica de pesquisadores e tecnologistas científicos. / Various methodologies seek to know and measure the performance of individuals in the organization, comparing the expected behavior and that presented by these individuals. This work aims at developing a method that integrates, objectively, the performance assessment, motivational factors, the strategic planning of R & D institutions and the CNPq evaluation criteria. From the literature review, practical applications and academic productivity indicators, the proposed model with the target of contributing to the improvement of R & D institutions, was achieved. The model is flexible because it allows the academic production in the service area, teaching, production and development to be evaluated and it may be applied / adapted to any area of knowledge. Based on quantitative and qualitative data analysis, it was concluded that the multidimensional methodology for performance evaluation may, by means of specific indicators, appraise, objectively, the academic production of scientific researchers and technologists.

Background: Trainee programmes have become more common in the recent years and companies invest both money and time in these trainee programmes. Companies should have knowledge about what motivates and influences the trainees' decision to stay after a completed trainee programme. Theories about motivation and needs rarely revolve about their influence on employees' decision to stay in a company and many of these theories have been developed without a gender perspective. Purpose: The purpose of this paper is to gain an understanding of the factors that are motivating and that influence female and male trainees to remain in a company after a completed trainee programme. In order to achieve this understanding, we will identify needs that may motivate and influence the decisions of women and male trainees to remain in a company. Completion: The study was conducted with a cross-sectional design with five companies and with a qualitative method with the support of quantitative method. Empirical data was collected using questionnaires and semi-structured interviews. Selection of respondents has been made through a targeted selection and snowball selection. Conclusion: We have been able to distinguish three needs among female and male trainees; affiliation needs, power needs and achievement needs. We have been able to see that these needs have had a clear impact on the types of factors that have motivated and influenced the trainees' decision to stay. Achievement needs have had an impact on the trainees' most motivating and influential factors, which are Education and development opportunities, Working abroad and Challenging (stimulating)/ interesting work. We have found a relationship between gender, motivation and influence as there have been more male trainees who have been motivated and influenced than female trainees. Both female and male trainees have been motivated most by intrinsic motivational factors. / Problemställning: Traineeprogram har blivit vanligare och företag investerar både pengar och tid i dessa traineeprogram. De bör därmed ha kunskap om vad det är som motiverar och påverkar traineers beslut att stanna kvar efter ett avslutat traineeprogram. Teorier om motivation och behov handlar sällan kring deras påverkan på anställdas beslut att vilja stanna kvar i ett företag och många av dem har utvecklats utan ett genusperspektiv. Syfte: Syftet med den här uppsatsen är att få en förståelse för de faktorer som är motiverande och som påverkar kvinnliga och manliga traineer till att stanna kvar i ett företag efter ett avslutat traineeprogram. För att uppnå denna förståelse kommer vi att identifiera behov som eventuellt kan motivera och påverka kvinnliga och manliga traineers beslut till att stanna kvar i ett företag. Genomförande: Studien har genomförts med en tvärsnittsdesign med fem fallföretag och med en kvalitativ metod med stöd av kvantitativ metod vid insamlingen av data. Empiri har samlats in med hjälp av frågeformulär och semistrukturerade intervjuer. Urval av respondenter har skett genom ett målstyrt urval och snöbollsurval. Slutsats: Vi har kunnat urskilja tre olika behov bland kvinnliga och manliga traineer; samhörighets-, makt- och prestationsbehov. Vi har kunnat se att dessa har haft en tydlig inverkan på vilka typer av faktorer som har motiverat och påverkat traineers beslut att stanna kvar. Prestationsbehov har haft en påverkan på traineernas mest motiverande och påverkande faktorer vilket är Möjlighet till utbildning och utveckling, Arbeta utomlands och Utmanande (stimulerande)/intressant arbete. Vi har funnit en relation inom vissa faktorer mellan kön, motivation och påverkan i och med att det har varit fler manliga än kvinnliga traineer som har motiverats och påverkats. Både kvinnliga och manliga traineer har motiverats mest av inre motivationsfaktorer.

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.

Darbo tikslas: nustatyti visuomenės sveikatos specialistų, dirbančių savivaldybių visuomenės sveikatos biuruose, darbui motyvuojančius veiksnius. Uždaviniai: 1. Ištirti savivaldybių visuomenės sveikatos biurų darbuotojų ir vadovų nuomonę apie motyvavimo veiksnius, įtakojančius darbuotojų profesinę veiklą. 2. Išsiaiškinti savivaldybių visuomenės sveikatos biurų darbuotojų motyvacijos veiksnių darbui ryšį su amžiumi, išsilavinimu, profesinėmis pareigomis bei darbo stažu. 3. Įvertinti savivaldybių visuomenės sveikatos biurų darbuotojų bendrosios motyvacijos darbui ir motyvacinių veiksnių ryšį. Tyrimo metodika. Tyrime dalyvavo 55 visuomenės sveikatos specialistai ir įstaigų vadovai, dirbantys visuomenės sveikatos biuruose (VSB), be mokyklų visuomenės sveikatos specialistų. Bendras tyrimo atsako dažnis – 35,2 proc. Statistinėje analizėje naudoti šie kriterijai: Chi kvadrato (χ2), Pirsono tiesinės, Spirmeno ranginės koreliacijos koeficientai, Kruskal Wallis testas. Testo klausimų patikimumui nustatyti naudota Cronbach alfa. Rezultatai. VSB darbuotojų nuomone iš motyvacinių veiksnių, svarbių dirbant VSB, labiausiai buvo aktualūs: noras tobulėti, naudingumo jausmas ir atgalinis ryšys iš visuomenės, o biurų vadovams - vadybiniai veiksniai bei noras padėti. Noras padėti, atgalinis ryšys iš visuomenės ir psichologinė atmosfera darbe – veiksniai, dėl kurių vadovų ir specialistų nuomonė sutapo. Motyvacinių veiksnių svarba labiausiai išsiskyrė vertinant amžių ir pareigas. Karjeros... [toliau žr. visą tekstą] / Aim of the study. Identify motivational factors for work of public health specialists of public health bureaus of municipality. Objectives. 1. To analyse the opinion about motivational factors that may influence professional activity of managers and specialists of public health bureaus of municipality. 2. To identify relation between motivational factors for work and age, speciality, hierarchy of profession, and work experience of workers of public health bureaus of municipality. 3. To evaluate relation between motivational factors and general motivation of employees of public health bureaus of municipality. Methods. The questionnaire was filled by 55 public health specialists and managers working at the public health bureaus of municipality, excluding public health specialists working at schools. The response rate was – 35.2 %. Data analysis was performed using the following criteria: chi-square (χ2), the linear Pearson and Spearman's rank correlation coefficient, Kruskal Wallis test. Cronbach alpha was used to estimate the test reliability. Results. By the PHB employees’ opinion about motivational factors, important during work at the PHB, the most relevant for specialists were: a desire to improve the feeling of usefulness, feedback from the public, and for health managers: factors of management and willingness to help. Wish to help, feedback from the public and the psychological atmosphere at work – are factors which were important for managers as well as for specialists... [to full text]