The Covid-19 pandemic affected and threatened everything and everyone. Health and everyday life are two major aspects that were negatively affected during the Covid-19 pandemic. Our everyday routines such as work and education as well as our everyday relationships such as family relationships and friendships were transformed into virtual routines and relationships. Working from home was one of the most important restrictions during the Covid-19 pandemic. This was used both to reduce the spread of the virus and to continue with everyday routines such as work. Although working from home facilitated these two factors, it was still not an advantage for us because from the advantages it also had different and strong disadvantages. Community planning is an important part of community development processes because it ensures the development and improvement of society based on human needs and wishes. Planning a society is not easy, therefore extra accuracy and quality are required. It is important for community planners to have quality-assured work and to increase the opportunity for citizens to influence plans that are presented. The quality of work and citizen participation were affected during the Covid-19 pandemic due to the work that was carried out digitally. The work situation for the community planners at Karlstad municipality was converted to remote work both to ensure health and to continue working regardless of the circumstances during the pandemic. The Covid-19 pandemic, which forced the community planners to conduct their work digitally, became a big reason why the planners experienced concrete challenges in their work. The challenges experienced by the community planners in their work later forced them to manage on their own.     Keywords: Covid-19 pandemic, teleworking, job quality, public participation and community planning

”När pengarna rullar in är man motiverad” är en kandidatuppsats i Sociologi skriven av Olivia Pettersson och My Andersson. Syftet med studien är att undersöka ett prestationsbaserat belöningssystem och dess effekter på arbetsmotivation samt upplevd arbetskvalité, detta genom att göra en fallstudie på ett bemanningsföretag i Stockholm. Undersökningen är kvalitativ och genomfördes med hjälp av tematiskt öppna intervjuer tillsammans med fem anställda hos det företag vi valt att här kalla LevereraMera. Tidigare forskning av Eriksson et al. (2002) samt av Schou (1991) visar att lönen är av betydelse för arbetsmotivationen, men att andra faktorer är av större betydelse samt att ingen faktor kan fungera isolerad från andra. Ingen av dessa studier väljer att inkludera fenomenet arbetskvalité samt är av kvantitativ karaktär, vilka är två motiv till denna studie.   Den insamlade empirin analyseras med hjälp av studiens teoretiska ramverk, Herzbergs tvåfaktorteori och Skinners förstärkningsteori. Resultaten visar att det prestationsbaserade belöningssystemet som råder hos LevereraMera har en viss positiv effekt på medarbetarnas arbetsmotivation, men att den inte verkar isolerad från andra, också avgörande, faktorer. Det går inte att urskilja att belöningssystemet har en direkt negativ påverkan på medarbetarnas upplevda arbetskvalité. Något som dock framgår av studien är att upplevelsen av rättvisa samt viljan att samarbeta påverkas negativt av det rådande belöningssystemet, vilket kan leda till en indirekt negativ påverkan på företagets generella arbetskvalité. / "När pengarna rullar in är man motiverad" is a bachelorthesis in Sociology written by Olivia Pettersson and My Andersson. The purpose of the study is to investigate a performance-based reward system and its effects on motivation and perceived job quality, this by doing a case study of a staffing and recruitment company in Stockholm. The study is qualitative and was carried out with the help of thematically open interviews with five employees of a company we have chosen to call LevereraMera. Previous research by Eriksson et al. (2002) and by Schou (1991) show that the salary is of importance for work motivation, but that other factors are more important and that no factor can work in isolation from others. None of these studies choose to include the phenomenon of labor quality and they are of a quantitative nature, which are two motives for this study.   The collected empirical data was analyzed using the theoretical framework, Herzberg’s two-factor theory and Skinner’s reinforcement theory. The results show that the performance-based reward system used at LevereraMera has some positive effect on employee motivation, but it does not function isolated from other, also decisive, factors. It is not possible to discern that the reward system has a direct negative impact on employees' perceived job quality, what is however clear from the study is that the perception of fairness and willingness to cooperate is adversely affected by the current reward system, which can lead to an indirect negative impact on the company's general labor quality.