<p>När företagets ledning ska arbeta fram ”det nya lönesystemet” har vi kommit fram till att de anställda ska vara med och tycka till innan någon implementering sker. Vi anser att medarbetarna har en viktig roll vid framarbetandet av det nya lönesystemet då det ska verka för att motivera just medarbetarna. Vi säger vidare att under och efter implementeringsprocessens gång ska det finnas någon form av stöd och uppföljningssystem som är enkelt och lättåtkomligt för medarbetarna. Ett lyckat framtagande som resulterar i ett attraktivt lönesystem borde leda till att företaget vinner konkurrensfördelar under en längre framtid.</p>

The landscape in the Swedish labour market is moving further towards flexibility. As a direct consequence of that, staffing companies are growing faster than ever. Recruiters are working tirelessly to make deadlines in time and keep their clients happy. Some staffing companies offer monetary compensations that are achievable for recruiters when they hit their targets. To be able to offer these commissions the companies have a lower base salary. Other companies have a wage structure where they don’t offer commission, but their base salary is a fair bit higher. Our main aim in this study was to find out what salary system motivates its recruiters more. Furthermore, our aim was to figure out what positives and negatives the recruiters experience and what differences appear. Theoretically we used several motivational minds in Maslow and Hertzberg to name a few. We have performed qualitative interviews with eight recruiters from two different companies, one which uses commission and another with higher base wage. Our study showed some resemblance to earlier studies on the subject, however there were some differences. We found that the respondents who participated in our study were close to content with the work environment and most things surrounding their employment. Despite that they weren't totally satisfied. They all argued that salary is a big part of what motivates them and that their current salaries don’t match the amount of work they perform. In the case of what salary system is more desirable it depends on the individual preferences of the worker.

The real estate brokerage industry, in relation to other industries, has a high staff turnover where many real estate agents choose to terminate their employment, in some cases even terminate their registration with the Swedish Real Estate Agency Inspectorate, Fastighetsmäklarinspektionen, at an early stage in their brokerage careers. A high staff turnover, in most cases means a cost and negative impact for the real estate brokerage firms. With this, it is interesting and important to understand why real estate agents choose to make the decision to end their careers an how this can be prevented. Previous research into staff turnover in general exists, however, research is lacking when it comes to staff turnover within the real estate brokerage industry. This essay, therefore, aims to create an understanding of which factors reduce staff turnover within the real estate brokerage industry. This understanding is studies based on a qualitative method, where 12 registered real estate agents, active in the Swedish real estate market in Karlstad’s and Stockholm’s municipalities, were interviewed. The interviews have been conducted in person, through Microsoft Team, over the phone and via email. The interviews were based on an interview guide with open-ended questions to the respondentes in the areas of commissions-based pay system, motivation and the real estate agent’s well-being, and staff turnover. The respondents answers have been compiled and the empirical results describe the degree to which the selected areas affect the real estate agents and their everyday life. The result has then been analyzed based on previous research in the field and finally led to a conclusion which indicates that the most important factors to a low staff turnover and high satisfaction are variety, flexibility, the opportunity to earn a lot of money, support from both managers and colleagues, and the possibility to grow and develop within their role as a real estate agent.

<p>Fastighetsmäklare har ett rykte att de tjänar mycket pengar utan att anstränga sig. Stämmer detta eller är det bara en bild som media skapat? Med den bakgrunden valde vi att titta närmare på vilka lönesystem för fastighetsmäklare som finns i branschen. Med avgränsning till privatbostadsmarknaden och Stockholm-Uppsala regionen.</p><p>Syftet är att öka kunskapen om olika lönesystem för fastighetsmäklare på privatbostadsmarknaden.</p><p>Vi har även tittat på hur det fungerar med sjukpenning, föräldrapenning och a-kassa. Sedan har vi valt att titta på hur en mer traditionell lön ser ut och vilka förmåner utöver lön som kan förekomma.</p><p>Vi har genomfört två intervjuer angående hur en traditionell eller ”normal” lön fungerar samt fyra intervjuer med fastighetsmäklare angående lönesystem för fastighetsmäklare.</p> / <p>Real estate agents have a reputation of making a lot of money without any effort. Is this true or is it just a picture painted by the media? With this in mind we have decided to take a closer look at different systems for how real estate agents get their salary. We have decided to narrow our thesis down to real estate agents who are operating in the Uppsala-Stockholm region with residential sales.</p><p>The purpose of this thesis is to increase the knowledge about different systems for salaries for real estate agents who are working with residential sales.</p><p>What happens if you get sick, if you become a parent or if you loose your employment are questions that we discuss.</p><p>We have interviewed real estate agents and asked them about their terms for salary. We have also looked at how a more traditional salary works.</p>

Fastighetsmäklare har ett rykte att de tjänar mycket pengar utan att anstränga sig. Stämmer detta eller är det bara en bild som media skapat? Med den bakgrunden valde vi att titta närmare på vilka lönesystem för fastighetsmäklare som finns i branschen. Med avgränsning till privatbostadsmarknaden och Stockholm-Uppsala regionen. Syftet är att öka kunskapen om olika lönesystem för fastighetsmäklare på privatbostadsmarknaden. Vi har även tittat på hur det fungerar med sjukpenning, föräldrapenning och a-kassa. Sedan har vi valt att titta på hur en mer traditionell lön ser ut och vilka förmåner utöver lön som kan förekomma. Vi har genomfört två intervjuer angående hur en traditionell eller ”normal” lön fungerar samt fyra intervjuer med fastighetsmäklare angående lönesystem för fastighetsmäklare. / Real estate agents have a reputation of making a lot of money without any effort. Is this true or is it just a picture painted by the media? With this in mind we have decided to take a closer look at different systems for how real estate agents get their salary. We have decided to narrow our thesis down to real estate agents who are operating in the Uppsala-Stockholm region with residential sales. The purpose of this thesis is to increase the knowledge about different systems for salaries for real estate agents who are working with residential sales. What happens if you get sick, if you become a parent or if you loose your employment are questions that we discuss. We have interviewed real estate agents and asked them about their terms for salary. We have also looked at how a more traditional salary works.

The aim of this study is to investigate and identify perceptions, problems and challenges that may arise for wage-setting managers as well as individual employees when working with a performance-based payroll system. A letter of formal notice was sent to a recruitment company inviting them to participate in the study, which also included an explanation of the study’s purpose, approach and procedure. Data was collected through semi-structured interviews with nine participants, including the wage-setting manager. The study has given insight into how these participants perform in relation to the performance-based payroll system and the results of the study imply that their experiences vary to a great extent. The wage-setting manager believes that the payroll system is well-functioning. However, he finds challenges in creating a common interpretation of the salary criterias with his employees, as well as communicating the basis of his wage-setting decisions. For employees, results show that the payroll system contributes to experiences of increased motivation and development, as well as stress. Additionally, the study indicates that the results reflect a gender perspective as the women in the study are more prone to stress caused by the performance-based payroll system than men.

Sammanfattning Kurs: ​Ämnesfördjupande arbete, Ekonomistryning 15 hp (2FE24E)  Titel​: Provisionsbaserad ersättning för fastighetsmäklare “Kan provision ses som ett belöningssystem och motivationsdrivare?”  Författare​: Anna Lennartsson, Amanda Jönsson &amp; Ebba Waldau  Examinator​: Pia Nylinder Handledare​: Cristoffer Lokatt Bakgrund och problem​: En vanlig syn på yrket som fastighetsmäklare anses för många vara ett mer statusyrke än slitsamt yrke. Det finns inga specifika regler för den utbetalda provisionens storlek till en fastighetsmäklare och grundidén för provision hänvisas till att individer skall motiveras av att kunna påverka vad de får i lön och därmed utföra ett bättre arbete. För att individer skall utföra ett bättre arbete, kan ett belöningssystem vara optimalt eftersom det kan fungera till att förändra beteenden. För att kunna förändra beteende måste individen känna motivation, som tillkommer av olika belöningar. Det intressanta i studien blir därmed att undersöka om provision är motiverande och om hur fastighetsmäklare resonerar till provision som ett belöningssystem. Syfte​: Syftet med denna uppsats grundar sig i att undersöka fastighetsmäklarens syn på att ha en hundraprocentig provisionsbaserad lön. Vi vill undersöka fastighetsmäklares resonemang kring provision som ett belöningssystem. Slutligen vill vi analysera hur provisionen påverkar fastighetsmäklares motivation, utifrån teori modellen Maslows behovstrappa. Metod​: Studien baseras på en kvalitativ struktur och den empiriska datainsamlingen kommer från sex etablerade fastighetsmäklare runt om i Sverige. Intervjuformen som valdes var semistrukturerad intervju som genomfördes digitalt genom programvaran Zoom med samtliga respondenter. I metoden presenteras även en kort beskrivning på yrket som fastighetsmäklare. Slutsats​: Sammanfattningsvis kan vi konstatera att fastighetsmäklarnas resonemang på provision som belöningssystem är olika. De anser att provision är ett belöningssystem eftersom den provisionen de får är en belöning för det utförda arbetet. Andra resonerar däremot att provision inte är ett belöningssystem för att det anser att provisionen är den inkomst som alla har rätt till efter utförd prestation. Här ligger fokuset allt mer på den icke monetära belöningen, som mer handlar om status, ranking, rekommendationer och nöjda kunder för det är detta som belönar respondenterna till en maximerad prestation.  Provisionen kan därmed konstateras vara motiverande för vissa respondenter eftersom de motiveras av provisionens påverkan på dess lön beroende på deras utförda prestation. Men alla respondenter ser inte provisionen som den huvudsakliga motivationen eftersom en nöjd och återkommande kund är det som ger motivation till yrket som fastighetsmäklare. Nyckelord​: Belöningssystem, provision, motivation, fastighetsmäklare, finansiella incitament, flexibelt lönesystem, rörlig ersättning och Maslows behovstrappa. / Abstract Course: ​Bachelor Thesis, Financial Control, 15 hp (2FE24E) Title​: Commission based compensation for real estate agents "Can commission-based salary be seen as a reward system and motivator?"  Authors​: Anna Lennartsson, Amanda Jönsson &amp; Ebba Waldau Examiner​: Pia Nylinder Advisor​: Cristoffer Lokatt Background and problem discussion​: ​A common view of the profession as a real estate agent is considered by many to be a more status profession than a tiring profession. There are no specific rules for the size of the commission based salary paid to a real estate agent and the basic idea for commission based salary is referred to that individuals should be motivated by being able to influence what they get in salary and thereby perform a better job. For individuals to do a better job, a reward system can be optimal because it can work to change behaviours. To be able to change behaviour, the individual must feel motivated, which is added by different rewards. The interesting thing about the study will thus be to investigate whether commissions- based salary is motivating and how real estate agents’ reason for commissions as a reward system. Purpose​: The purpose of this thesis is based on examining the real estate agent's view of having a one hundred percent commission-based salary. We want to examine real estate agents' reasoning about commissions-based salary as a reward system. Finally, we want to analyse how the commission-based salary affects real estate agents' motivation, based on the theory model ​Maslow's hierarchy of needs. Method​: The study is based on a qualitative structure and the empirical data collection comes from six established real estate agents around Sweden. The interview format chosen was a semi-structured interview that was conducted digitally through the Zoom software with all respondents. The method also presents a brief description of the profession as a real estate agent. Conclusion​: In summary, we can state that the real estate agents' reasoning on commission-based salary as a reward system is different. They believe that commission-based salary is a reward system because the commission-based salary they receive is a reward for the work done. Others argue, however, that commission-based salary is not a reward system because it considers the commission to be the income to which everyone is entitled after performance.  Here the focus is increasingly on the non-monetary reward, which is more about status, rankings, recommendations and satisfied customers because this is what rewards the respondents to a maximized performance.The commission-based salary can thus be found to be motivating for certain respondents because they are motivated by the commission's impact on its salary depending on their performance. But not all respondents see commission-based salary as the main motivation because a satisfied and returning customer is what gives motivation to the profession as a real estate agent. Keywords​: Reward system, commission-based salary, motivation, real estate agent, financial incentives, a flexible salary system, variable compensation and Maslow's hierarchy of needs.