Syfte: Syftet var att studera och analysera hur en statlig aktör tillämpar belöningssystem som styrmedel inom den avreglerade apoteksbranschen i Sverige.  Metod: Studien har genomförts med en kvalitativ fallstudiedesign hos Apoteket AB. Primärdatan har samlats in med hjälp av semi-strukturerade intervjuer.  Resultat & Slutsats: Analysen visar att den monetära bonusen i det implementerade belöningssystemet hos Apoteket AB inte är direkt motiverade. Belöningsystemet är dock inte funktionslöst, de bonusgrundande målen skapar indirekt viss motivation hos de anställda som gillar att mäta sig mot varandra. Mjukare aspekter fångas inte upp av det nuvarande belöningssystemet. Empirin visar också att det finns en obalans mellan motivationskällor och belöningarna som utgår.  Förslag till vidare forskning: Det finns olika möjligheter vad gäller vidare forskning. En liknande studie skulle kunna göras med ett kvantitativt angreppssätt. En annan intressant inriktning skulle vara en jämförande studie mellan statligt och privat ägda apotek. / Purpose: The purpose was to study and analyze how a goverment owned pharmacy uses reward systems as a management tool in Sweden’s deregulated market.  Method: The study was conducted as a qualitative case study at Sweden’s goverment owned pharmacy, Apoteket AB. Data was collected using semi-structured interviews.  Result & Conlusion: The study shows that the monetary reward of the implemented reward system does not motivate employees to any greater extent. However, the reward system indirectly creates motivation because the goals of the reward system serves as a tool to measure themselves against other pharmacies. The data also shows an imbalance between the employees’ source of motivation and the rewards.  Suggestions to further research: A similar study could be conducted using a quantitative methodology. Another interesting study would be a comparative study between goverment owned and privately owned pharmacies.

Den globala finanskrisen har lämnat spår inom den finansiella industrin och svenskaekonomin. Effekten var så stor att den påverkade hela samhället. Bankernas bonusar är kändasom en av orsakerna till krisen som har väckt enorm uppmärksamhet och har skapat debatt imedia och regering där bonusutbetalningarna blivit kritiserade. Bonus eller rörlig ersättninganvänds för att uppnå ett bättre resultat, men hur kan de betalas ut trots förluster? Dettaväckte vårt intresse och vi har genom denna uppsats försökt att undersöka samt få enförståelse för motivet bakom bankernas bonussystem. För att uppnå syftet, har vi undersökt defyra svenska storbankernas bonussystem, hur de är utformade samt varför bonusar är denvanligaste belöningsformen inom bankbranschen. Den forskningsstrategi som används är ettkvalitativt sätt där vi samlat in information som berör bonussystemen från bankernasårsredovisningar för 2011, vetenskapliga artiklar, kurslitteratur, facklitteratur och mediasdebattartiklar. Vi har kommit fram till att bonusar är den vanligaste belöningen bland de fyrabanker med avseende på: typ av bransch, bankernas övergripande mål, arbetsuppgifternaskaraktär, vikten av kompetent personal och en hög konkurrens. Samt att syftet medersättningarna är att behålla nyckelpersonal, medarbetares kompetens, konkurrens omattraktiva medarbetare och skapa värde för aktieägarna.

<p>Abstract</p><p> </p><p>This is a study about reward system, which essentially is a steering instrument that organizations can use in order to motivate the employees to work in the best interest for the organization, and hence the organization can affect the behavior of its employees. The purpose with this study is to see how companies in different sectors make use of a reward system in order to increase their effectiveness and efficiency. The aim is also to see to what extent organizations are linking the organizational goals with the individual goals that occur within an organization. A comparison between the sectors will be done in order to observe similarities as well as differences. As groundwork of this thesis theories regarding motivation and effectiveness and efficiency will be used. The research question is based on the purpose with this study and is stated as follows: <em>“</em><em>In what way are organizations using a reward system to motivate the employees to work in the best interest of the organization and reach organizational goals?”</em></p><p> </p><p>In order to answer our research question we have conducted a qualitative study. We have made two interviews with different companies within three different sectors, a total of six interviews. The sectors that we have chosen to focus on are the construction sector, the production sector and the service sector. The interviews were all face to face meetings in Umeå. The empirical findings have then been analysed by linking them to the theories used in our theoretical framework.</p><p> </p><p>The main conclusions we have made are that the construction sector follows traditions when it comes to a reward system. We could also see that companies within the service sector that provide their services to the construction sector are influenced by the construction companies in the way they make use of a reward system. These companies are focusing primarily on profitability and results when rewarding. Within the production sector the companies where working sufficient with the individual goals in order to stimulate motivation and in the end increase the effectiveness and efficiency. Based on our finding this is the sector that is working most satisfactorily with the individual goals that occur within an organization. Further, we could see dissimilarities between the two companies in the service sector, the way they make use of a reward system differs a lot, which we believe is based on the fact that one of the two companies did not have a lot of resources to put on rewards.</p><p> </p><p>Further we could conclude that the more developed reward system an organization has and considers it to be a steering instrument the more thoroughly developed will the groundwork for it be. Some similarities that we could see within all three sectors were that they all were using financial as well as non financial rewards and that the rewards were given to both individuals and to teams.</p><p> </p><p> </p><p><em></em></p><p><em> </em></p>

Introduction: Competition increases and companies need to adjust their business to stay competitive. Employees have gained an important for an or-ganisation and are often seen as the key to business success. Motiva-tion is important for increased performance. A reward system can, amongst other things, help an organisation to motivate, attract and retain their employees. Historically, rewards have concerned mostly senior management. We where interested in how a reward system could affect people further down in the hierarchy. How can a reward system influence motivation in small shop-floor business units? What are the benefits and possible pitfalls with a reward system for such a setting? Purpose: The purpose of this report is slightly wider than what the research questions suggest. By thoroughly investigating the motivating ele-ments we aim to create a frame of reference, which is thought to give insight into the important components of a reward system and the motivating factors. It is our aim that this frame will be applicable to other settings similar to the one which we will investigate. We also intend to look into what positive and negative aspects there are and how the disadvantages with a reward system can be minimized. Method: To fulfil our purpose we have chosen to perform a case study on the service unit of Hedin Göteborg Bil AB. In order to retrieve the necessary empirical data we have interviewed two managers and car-ried out a questionnaire amongst the thirteen service technicians. Results: In line with theory, we found that financial rewards it is not the prime source for motivation; there are many factors that play a lar-ger role. Some of the most motivating factors turned out to be col-leges, autonomy and responsibility, fun and rewarding work tasks. More interestingly, we saw a relation between many of these and the reward system, indicating that financial rewards enhance the motiva-tional effects of other factors. We found that there are several positive and negative aspects with any reward system. The case study presented solutions to many of the possible pitfalls and indicated that they benefited from their cur-rent reward system.

Abstract   This is a study about reward system, which essentially is a steering instrument that organizations can use in order to motivate the employees to work in the best interest for the organization, and hence the organization can affect the behavior of its employees. The purpose with this study is to see how companies in different sectors make use of a reward system in order to increase their effectiveness and efficiency. The aim is also to see to what extent organizations are linking the organizational goals with the individual goals that occur within an organization. A comparison between the sectors will be done in order to observe similarities as well as differences. As groundwork of this thesis theories regarding motivation and effectiveness and efficiency will be used. The research question is based on the purpose with this study and is stated as follows: “In what way are organizations using a reward system to motivate the employees to work in the best interest of the organization and reach organizational goals?”   In order to answer our research question we have conducted a qualitative study. We have made two interviews with different companies within three different sectors, a total of six interviews. The sectors that we have chosen to focus on are the construction sector, the production sector and the service sector. The interviews were all face to face meetings in Umeå. The empirical findings have then been analysed by linking them to the theories used in our theoretical framework.   The main conclusions we have made are that the construction sector follows traditions when it comes to a reward system. We could also see that companies within the service sector that provide their services to the construction sector are influenced by the construction companies in the way they make use of a reward system. These companies are focusing primarily on profitability and results when rewarding. Within the production sector the companies where working sufficient with the individual goals in order to stimulate motivation and in the end increase the effectiveness and efficiency. Based on our finding this is the sector that is working most satisfactorily with the individual goals that occur within an organization. Further, we could see dissimilarities between the two companies in the service sector, the way they make use of a reward system differs a lot, which we believe is based on the fact that one of the two companies did not have a lot of resources to put on rewards.   Further we could conclude that the more developed reward system an organization has and considers it to be a steering instrument the more thoroughly developed will the groundwork for it be. Some similarities that we could see within all three sectors were that they all were using financial as well as non financial rewards and that the rewards were given to both individuals and to teams.

<p>Introduction: Competition increases and companies need to adjust their business to stay competitive. Employees have gained an important for an or-ganisation and are often seen as the key to business success. Motiva-tion is important for increased performance. A reward system can, amongst other things, help an organisation to motivate, attract and retain their employees. Historically, rewards have concerned mostly senior management. We where interested in how a reward system could affect people further down in the hierarchy.</p><p>How can a reward system influence motivation in small shop-floor business units?</p><p>What are the benefits and possible pitfalls with a reward system for such a setting?</p><p>Purpose: The purpose of this report is slightly wider than what the research questions suggest. By thoroughly investigating the motivating ele-ments we aim to create a frame of reference, which is thought to give insight into the important components of a reward system and the motivating factors. It is our aim that this frame will be applicable to other settings similar to the one which we will investigate. We also intend to look into what positive and negative aspects there are and how the disadvantages with a reward system can be minimized.</p><p>Method: To fulfil our purpose we have chosen to perform a case study on the service unit of Hedin Göteborg Bil AB. In order to retrieve the necessary empirical data we have interviewed two managers and car-ried out a questionnaire amongst the thirteen service technicians.</p><p>Results: In line with theory, we found that financial rewards it is not the prime source for motivation; there are many factors that play a lar-ger role. Some of the most motivating factors turned out to be col-leges, autonomy and responsibility, fun and rewarding work tasks. More interestingly, we saw a relation between many of these and the reward system, indicating that financial rewards enhance the motiva-tional effects of other factors.</p><p>We found that there are several positive and negative aspects with any reward system. The case study presented solutions to many of the possible pitfalls and indicated that they benefited from their cur-rent reward system.</p>

This thesis deals with proposed system of rewards in a specific company that will be used to increase employee motivation and subsequently their economical productivity. Multidisciplinary literary research from fields of productivity measurement, direction of human resources, psychology and positive economy, represents the theoretical level of this Thesis. Practical part then describes selected company, it introduces reader to specific department and explains jobs of employees, and later it proposes and discusses complex reward system. This particular system is designed based on literature and interviews with employees of individual departments. The Thesis analysis possibilities of salary division into fixed and variable parts, it deals with connection of variable parts to specific scales, outlines issues with bonuses as well as other non-financial motivations, such as teambuildings and promotions, that increase employee motivation.

京都大学 / 0048 / 新制・課程博士 / 博士(人間健康科学) / 甲第20759号 / 人健博第49号 / 京都大学大学院医学研究科人間健康科学系専攻 / (主査)教授 木下 彩栄, 教授 三谷 章, 教授 村井 俊哉 / 学位規則第4条第1項該当 / Doctor of Human Health Sciences / Kyoto University / DFAM

This thesis presents the Balanced Scorecard methodology, which belongs to the most widely accepted way of measuring business performance. The work emphasizes the human resources sector and wants to highlight the role. Employees representing the most important capital of the modern organization must have an idea about the functioning of business in a deeper context. Their performance management and pay system connected with BSC of firm are essential to increase the firm's value. Automating the process at a higher number of employees is a must.

This thesis presents the Balanced Scorecard methodology, which belongs to the most widely accepted way of measuring business performance. The work emphasizes the human resources sector and wants to highlight the role. Employees representing the most important capital of the modern organization must have an idea about the functioning of business in a deeper context. Their performance management and pay system connected with BSC of firm are essential to increase the firm's value. Automating the process at a higher number of employees is a must.