<p>Background: The use of reward systems can be of strategic importance as well as an affective mean of control for the organization in its work to achieve its goals. The municipal sector is characterized by its transparency and its responsibility for the taxpayer’s money. We therefore wonder which possibilities the municipal sector has to use reward systems as a men of control. Purpose: We intend to research the possibilities that the reward system offer as a mean of control for employees at the higher municipal level, with a special focus on commitment and motivation. </p><p>Procedure: We have chosen to collect our material through twenty interviews. Each interview has taken place in the respondent’s office and they have been of an open sort. The respondents are anonymous. </p><p>Delimitations: This thesis focuses on employees at the higher level in the municipal sector and we have chosen to conduct our research in the municipalities Linköping and Norrköping. </p><p>Result: We have identified difficulties using individual salary as an incentive in the municipal sector. The reason for this is that the salaries do not differ much between employees. There is also a difficulty measuring the individual’s performance which leads to problems motivating differences in salary. We have identified a number of means of control which can work motivating for employees at the higher level in the municipal sector. The means of control we have identified are: offering interesting tasks of work, letting the employees have influence over there situation and to use non monetary forms of rewards.</p>

Background: The use of reward systems can be of strategic importance as well as an affective mean of control for the organization in its work to achieve its goals. The municipal sector is characterized by its transparency and its responsibility for the taxpayer’s money. We therefore wonder which possibilities the municipal sector has to use reward systems as a men of control. Purpose: We intend to research the possibilities that the reward system offer as a mean of control for employees at the higher municipal level, with a special focus on commitment and motivation. Procedure: We have chosen to collect our material through twenty interviews. Each interview has taken place in the respondent’s office and they have been of an open sort. The respondents are anonymous. Delimitations: This thesis focuses on employees at the higher level in the municipal sector and we have chosen to conduct our research in the municipalities Linköping and Norrköping. Result: We have identified difficulties using individual salary as an incentive in the municipal sector. The reason for this is that the salaries do not differ much between employees. There is also a difficulty measuring the individual’s performance which leads to problems motivating differences in salary. We have identified a number of means of control which can work motivating for employees at the higher level in the municipal sector. The means of control we have identified are: offering interesting tasks of work, letting the employees have influence over there situation and to use non monetary forms of rewards.