Samtidigt som det råder en stor lärarbrist ökar antalet lärarstudenter som tar examen. I samband med debatten om låga lärarlöner tyder detta på att lärare motiveras av annat än pengar. Kommunala grundskolor, som en del av den offentliga sektorn, påverkas av begränsade resurser då dessa inte är vinstdrivande samt att de omfattas av större restriktioner gällande hur resurser får investeras. Då tidigare forskning antyder att monetära belöningar inte är främsta motivationsdrivaren för offentligt anställda återstår frågan vad de motiveras av och hur icke-monetära belöningar kan bidra till denna motivation. / Simultaneously with a great shortage of teachers there is an increase in the number of graduated teachers. This, in regards to the debate about the low teacher wages indicates that teachers are motivated by other factors than money. Public primary schools are affected by limited resources since they are not-for-profit, and are also facing comprehensive restrictions regarding how resources can be invested. Since previous studies have pointed towards monetary rewards not being the primary cause for motivation for public employees the question remains concerning what motivates them and how non-monetary rewards can contribute to this motivation.

Yes / Location-based advertising is an entrepreneurial and innovative means for advertisers to reach out through personalised messages sent directly to mobile phones using their geographic location. The mobile phone users' willingness to disclose their location and other personal information is essential for the successful implementation of mobile location-based advertising (MLBA). Despite the potential enhancement of the user experience through such personalisation and the improved interaction with the marketer, there is an increasing tension between that personalisation and mobile users' concerns about privacy. While the privacy calculus theory (PCT) suggests that consumers make privacy-based decisions by evaluating the benefits any information may bring against the risk of its disclosure, this study examines the specific risks and benefits that influence consumers' acceptance of MLBA. A conceptual model is proposed based on the existing literature and a standardised survey was developed and targeted at individuals with known interests in the subject matter. From these requests, 252 valid responses were received and used to evaluate the key benefits and risks of MLBA from the users' perspectives. While the results confirmed the importance of internet privacy concerns (IPC) as an important determinant, they also indicate that monetary rewards and intrusiveness have a notably stronger impact on acceptance intentions towards MLBA. Intrusiveness is the most important risk factor in determining mobile users' intentions to accept MLBA and therefore establishing effective means of minimising the perceived intrusiveness of MLBA can be expected to have the greatest impact on achieving effective communications with mobile phone users.

På den ständigt föränderliga arbetsmarknaden, där konkurrensen mellan privat och offentlig sektor är påtaglig, är det avgörande för organisationer att vara lyhörda för anställdas behov för att få dem att stanna kvar på arbetsplatsen. Belöningar fungerar som en strategisk komponent för att behålla anställda men det förutsätter att anställda värderar belöningen som organisationen tillhandahåller. Belöningar kan delas in i monetära och icke-monetära. Tidigare forskning visar att monetära och icke-monetära belöningar är viktiga för anställda, däremot saknas kunskap om organisationer faktiskt lever upp till anställdas belöningspreferenser. Syftet med studien är således att utveckla kunskap om hur användningen av monetära och icke-monetära belöningar matchar anställdas belöningspreferenser och om denna matchning skiljer sig mellan privat och offentlig sektor. Studien använder en kvantitativ forskningsstrategi och data samlades in genom en webbenkät besvarad av 148 anställda från olika branscher inom privat och offentlig sektor. Enkäten innehöll bland annat frågor om vilka belöningar anställda kan få och vilka de vill ha. Data analyserades med hjälp av ANOVA för att identifiera skillnader mellan sektorerna och graden av matchning mellan belöningar och preferenser. Resultaten visar att monetära belöningar är mer förekommande inom den privata sektorn, medan icke-monetära belöningar förekommer i lika stor utsträckning i både den privata och offentliga sektorn. Löneökning är den mest framträdande monetära belöningen, medan beröm samt delaktighet och inflytande är de mest förekommande icke-monetära belöningarna. Vidare visar resultaten ingen tydlig skillnad i belöningspreferenser mellan anställda i de olika sektorerna. Slutligen visar resultaten en variation i hur väl organisationer matchar belöningar med anställdas preferenser. Den privata sektorn visar sig vara bättre på att matcha icke-monetära belöningar med anställdas preferenser, medan den offentliga sektorn matchar bättre när det gäller monetära belöningar. Sammanfattningsvis finns det en betydande skillnad mellan vad anställda efterfrågar och vad de erhåller, vilket indikerar att det finns utrymme för förbättring av tillhandahållande av belöningar i båda sektorerna. / In the constantly changing labour market, where competition between the private and public sectors is tangible, it is crucial for organizations to be responsive to employees' needs in order to keep them in the workplace. Rewards act as a strategic component to retain employees but this assumes that employees value the rewards provided by the organization. Rewards can be divided into monetary and non-monetary. Previous research shows that monetary and non-monetary rewards are important to employees, however, there is a lack of knowledge about whether organizations actually meet employees' reward preferences. Thus, the purpose of this study is to develop knowledge about how the use of monetary and non-monetary rewards matches employees' reward preferences and whether this matching differs between the private and public sectors. The study uses a quantitative research strategy and data was collected through an online survey answered by 148 employees from different industries in the private and public sectors. The survey included questions on what rewards employees can get and what they want. Data were analyzed using ANOVA to identify differences between sectors and the degree of matching between rewards and preferences. The results show that monetary rewards are more common in the private sector, while non-monetary rewards are equally common in both the private and public sectors. Salary increases are the most common monetary reward, while praise and participation and influence are the most common non-monetary rewards. Furthermore, the results show no clear difference in reward preferences between employees in the different sectors. Finally, the results show a variation in how well organizations match rewards with employee preferences. The private sector is found to be better at matching non-monetary rewards with employees' preferences, while the public sector matches better when it comes to monetary rewards. In summary, there is a significant difference between what employees ask for and what they receive, indicating that there is room for improvement in the provision of rewards in both sectors.

The aim of this study was to investigate, from an educational management perspective, the factors that influence job satisfaction amongst special needs educators in selected New Zealand special needs schools. A qualitative research method was utilised to investigate the educational management strategies that influence the job satisfaction of special needs educators in selected New Zealand special needs schools. This dissertation presents the findings from a questionnaire on participants’ geographical details and data from related interviews. The findings from this study indicate that the job satisfaction of special needs educators is mainly influenced by factors such as management support, adequate resources, collaborative working relationships, ability of students with special educational needs to progress, and communication, among others. The study makes certain recommendations to help special needs educational managers effectively manage factors that influence job satisfaction and job dissatisfaction for special needs educators. / Educational Studies / M. Ed. (Education Management)

The aim of this study was to investigate, from an educational management perspective, the factors that influence job satisfaction amongst special needs educators in selected New Zealand special needs schools. A qualitative research method was utilised to investigate the educational management strategies that influence the job satisfaction of special needs educators in selected New Zealand special needs schools. This dissertation presents the findings from a questionnaire on participants’ geographical details and data from related interviews. The findings from this study indicate that the job satisfaction of special needs educators is mainly influenced by factors such as management support, adequate resources, collaborative working relationships, ability of students with special educational needs to progress, and communication, among others. The study makes certain recommendations to help special needs educational managers effectively manage factors that influence job satisfaction and job dissatisfaction for special needs educators. / Educational Studies / M. Ed. (Education Management)

Inledning: Tidigare studier visar att det måste finnas en balans mellan monetära och icke-monetära belöningar. Då den offentliga sektorn finansieras med skattemedel är dock möjligheten till monetära belöningar begränsad vilket kan ha en påverkan på belöningssystemets balans. Studiens syfte är således att undersöka eventuella skillnader mellan monetära och icke-monetära belöningssystem kopplat till motivation samt hur balansen mellan dessa uppnås inom offentlig sektor. Litteraturgenomgång: Under denna rubrik upphämtas information om olika motivationsteorier som bland annat Maslow (1943) och Herzberg (1968) har gjort. Sedan upphämtas även information om motivationsteorierna Public Service Motivation och Self Determination Theory. Det ges även en genomgång på vad belöningssystem, monetära belöningar samt icke-monetära belöningar är samt en presentation av belöningssystem inom offentlig sektor.Metod: För att besvara studiens frågeställningar används en kvalitativ ansats genom semistrukturerade intervjuer. Detta eftersom medarbetarnas upplevelser av belöningssystemet skulle undersökas. Urvalet består av ekonomer anställda i två svenska kommuner (Sunne/Torsby). Resultat: Studien visar att monetära belöningar inte har någon större påverkan på medarbetarnas motivation i deras dagliga arbete men att icke-monetära belöningar både påverkar deras prestation och effektivitet i arbetet. Bristande monetära belöningar kan dock vara en anledning till att lämna offentlig sektor. Analys, diskussion och slutsats: Slutsatsen dras att monetära belöningar är en förutsättning för att arbeta och för att inte känna missnöje och att den begränsade möjligheten till monetära belöningar inte har någon större inverkan på medarbetarnas motivation. De icke-monetära belöningar agerar däremot som motivatorer i större utsträckning och har en chans att nå medarbetarnas inre motivation. / Introduction: Former studies shows that it must be a balance between monetary and non-monetary rewards. The public service is financed with tax assets which sets an limitation of how much monetary rewards you can get, which also can affect the balance in the reward system. The study aims to explore if there are any differences between monetary and non-monetary rewards connected to motivation and how the balance between these can be achieved within the public service. Literature review: Within this heading are a few motivation theories, such as Maslow (1943) and Herzberg (1968) presented. The chapter also present information about the motivation theories Public Service Motivation and Self Determination Theory. Furthermore, explanations of the study’s central concepts reward system, monetary rewards and non-monetary rewards are given. This is followed by a presentation of previous research that examines different perspectives of public service reward systems. Method: To reciprocate the issues of the study, a qualitative approach through semi-structured interviews is applied. This because of the study’s purpose that aims to analyze the public service coworkers’ experiences of the reward system. The respondents are economists employed within two Swedish municipalities.Result: The study shows that monetary rewards have no significant impact on employees’ motivation in their daily work but that non-monetary rewards affect both their performance and efficiency in the work. However, lack of monetary rewards can be a reason to leave the public sector. Analysis, discussion and conclusion: It is concluded that monetary rewards are a prerequisite for working and not feeling dissatisfaction, and that the limited opportunity for monetary rewards has no major impact on employee’s motivation. The non-monetary rewards, on the other hand, act as motivators to a greater extent and have a chance to reach employees’ inner motivation.