Hur ska företag kunna behålla utvecklaren inom arbetsplatsen när utvecklaren har fler valmöjligheter än någonsin. På vilka sätt kan företaget arbeta för att lyckas behålla utvecklaren och undvika kostnader som associeras med nyanställning. Vad är det egentligen som motiverar en utvecklare och hur får man individen till att stanna på arbetsplatsen.Denna studie börjar med att diskutera varför den höga personalomsättningen kan vara ett problem för företaget samt utvecklaren. Målet och forskningsfrågorna som studien ämnar undersöka presenteras i metoden. Resultaten har tagits fram genom en kvalitativ undersökning. Resultatet analyseras med hjälp av det teoretiska ramverket bestående utav motivationsteori. Författaren går även igenom det agila arbetssättet som är ytterst utbrett inom sektorn. Resultaten från den tidigare forskningen som finns angående motivation hos utvecklare avhandlas.Studien visar att ekonomiska incitament verkar motiverande, vilket inte kan anses stämma överens med delar av teorin. Arbetsuppgifterna, produkt och lön har stor betydelse för denna studie och utvecklarens motivation. Det har visat sig att personlig utveckling är väldigt viktigt för utvecklaren, vilket kan ske genom arbetsuppgifternas utformning. Författaren diskuterar hur tillhörighet till en produkt kan få en utvecklare att stanna kvar på arbetsplatsen. Författaren delar även sina tankar om hur företaget kan motverka att den anställda lämnar arbetsplatsen samt hur kultur och arbetssätt kan användas för att öka effektiviteten och således produktiviteten samt motivationen hos en utvecklare. / How can a company keep the employed developer within the workplace when the developer has more choices than ever before. In which ways can a company work to keep the employer and avoid costs associated with new employment. What exactly motivates a developer and how does one work to keep the developer within the workplace.This study starts off with a discussion on why high turnover can be a problem for a company and the developer. The goals and research questions that this study aims to examine is presented in the method. The result has derived from a qualitative research approach. It has then been analyzed and discussed with the support from the theoretical framework, containing motivation theory. The author also reviews the agile working methods which are widely spread in the sector. The results from the previous research regarding motivation for a developer is discussed.The study shows that economic incentive works as a motivator which are not coinciding with parts of the theoretical framework. The work assignment, product and wage have a significant importance for this study and developer motivation. It has been shown that personal growth is very important for the developer and that this development can be derived from the design of work assignments. The author discusses how a sense of belonging to a product can lead to lower staff turnover. The author shares his thought on how to counteract an employee leaving the company, and how culture and ways of working can be used to increase the efficiency and therefore also the productivity of a developer.

Syftet är att undersöka vilka faktorer som upplevs viktiga för att behålla och i viss mån attrahera personal i en organisation utifrån anställdas perspektiv. Syftet är också att få en djupare förståelse för de olika faktorerna och dess innebörd för olika individer. Med hjälp av tidigare forskning om begreppen Employer Branding och kompetensförsörjning lades grundenför insamlingen av studiens empiriska material. Det empiriska materialet har analyserats medhjälp av ovanstående begrepp men även med inspiration av Maslows motivationsteori. Studiens empiriska material är insamlat via tio semistrukturerade intervjuer med respondenter från två olika organisationer. Båda företagen är stora företag i södra Sverige verksamma inom olika bransch och sektor. Huvudresultaten i studien visar att anställda vill erbjudas utvecklingsmöjligheter, en bra ledning och en välfungerande och tydlig kommunikation för att vilja arbeta kvar i en organisation samt för att attraheras till en eventuellt framtida arbetsgivare. Resultatet av studien visar att en bra ledning i denna studie främst syftar till en ledning som är lyhörd, erbjuder frihet under ansvar och har förtroende för de anställda. Studien visar även att värdet av ett företags rykte och anseende inte framkommer som särskilt viktigt, vilket är en stor skillnad gentemot tidigare forskning. / The purpose of this study is to analyze which factors are perceived as important in order to retain and to some extent attract staff in an organization from the perspective of employees. The purpose is also to reach a deeper understanding of the various factors and their meaning for different individuals. The foundation for the collection of the empirical data of the study is based on a previous research of the concepts of Employer Branding and competence supply. The empirical material has been analyzed using the above concepts but also with inspiration from Maslow's motivation theory. The empirical material of the study was collected through ten semi-structured interviews with respondents from two different organizations. Both organizations are large companies, activein various sectors and situated in the south of Sweden. The main results of the study show that employees want to be offered development opportunities, good management and well functioning communication in order to remain in an organization and to be attracted to a possible future employer. The results of the study show that a good management in this study primarily aims at a management that is attentive, offers freedom under responsibility and has confidence in the employees. The study also shows that the value of a company's reputation does not appear to be particularly important, which is a big difference compared to previous research.

Abstract The Armed Forces are in an expansive period where the need for competent personnel is greater than ever. Partly due to the need to train soldiers and new officers being greater than in a long time and the need to maintain readiness in accordance with the interpretation of the world situation. This is a situation where the Armed Forces have a competence-preserving anorexic organization which, due to political decisions, has decreased by 70% since the 1990s. In 2015, due to Russia's annexation of Crimea, the political orientation changed to increase the capabilities of the Armed Forces. This intensified in 2022 with Russia's attack on Ukraine. The study was conducted at a unit where data was collected between the years 2017-2022. In 2017, the surveyed unit had 393 officers and 2022 318 officers, which is a decrease of 75 officers during the period. How can it be that a unit loses 75 officers in 5 years when politicians want the Armed Forces to grow?   The study shows that officers terminate their employment due to the tensions that arise between the three identified Sensemaking processes. These processes are the Authority, the Profession and the individual. • The resignations of officers arise when a person is faced with an ultimatum in which they are forced to choose between the Authority, the Profession and the Individual and its basic truths. • And when the Armed Forces are unable to give meaning to the forced change of meaning. The cumulative tension of meaning to which the professional officer is exposed during his career is increasing in relation to level and family situation. The triggers that lead up to the ultimatum are lack of opportunity to influence the organization as well as one's own situation, lack of support and trust from the manager, and lack of quality time with the family.  The conflict between the Authority and the Profession is based on the different views on the emphasis placed on training military units. The conflict between the individual and the profession is about the double loyalty between the family and the unit. The conflict between the Individual and the Authority is based on what the job gives in relation to the sacrifice the individual makes.  The study was carried out with the approach of understanding and interpretingthrough sensemaking why officers leave the Armed Forces to a greater extent than the unit wants. This is a hermeneutic, inductive and qualitative study where interviews and workshop are used to gather data which is then analysed in a GT inspired method.