Syftet med denna uppsats är att undersöka hur olika former av belöningssystem används för att öka motivationen hos säljare. Samt hur de upplevs av ansvariga chefer och av anställda i säljande företag.Vi har genomfört en undersökande kvalitativ studie om belöningssystem med hjälp av kvalitativa ostrukturerade intervjuer med säljare och deras chefer i tre olika branscher, hemelektronik, telefoni och bilförsäljning. Vi valde att först gå igenom befintliga teorier för att skapa en förståelse för ämnet innan vi genomförde intervjuer enligt det deduktiva arbetssättet.Våra slutsatser är att det finns fyra olika belöningssystem. Dessa fyra olika belöningssystem är fast lön, kollektiv provisionsbaserad lön, individuell provisionsbaserad lön och individuell fullständigt provisionsbaserad lön. Vilket belöningssystem som passar i ett specifikt företag är omöjligt att säga, och det är upp till företaget självt att utvärdera vilken lämplig mix utav belöningar som är bäst lämpad för det specifika företaget..

The purpose of this essay was to study whether the UN convention on the Rights of the child is implemented in the Swedish executory authority, in cases that include compulsory auction of property belonging to families with children, in the southern area of Sweden. I have especially focused on questions concerning whether civil servants work with child consequence analyses, whether they have been offered education in child competence at work, to what extent they have listened to and taken into account the child's own voice in the execution process, and finally to what extent civil servants have had contact with the social welfare committee.The study was based on qualitative telephone interviews with seven civil servants working with cases that comprise compulsory auction of property belonging to families with children.The conclusions of my study are that there exists no specific child perspective regarding the UN convention on the Rights of the child in the civil servants work regarding compulsory auction of property belonging to families with children. Neither do they work with child consequence analyses nor do they listen to what the child has to say in the execution process. The civil servants have not been offered any kind of education concerning child competence. Regarding contacts with the social welfare committee, the result shows that this is, in general, not based on systematic procedures..

SammanfattningI kunskapssamhällets nuvarande form är kompetensutveckling ett dominerande begrepp i sammanhang för vuxnas lärande. Kompetensutvecklingsinsatser kan ses som ett av de sätt genom vilket lärande sker för organisation, verksamhet och individ. Dock finns ingen given relation mellan en kompetensutvecklingsinsats och lärande. Kompetensutveckling är ett sätt att utveckla verksamheten och medarbetarnas lärande. Detta sker både med formella och informella insatser utifrån varierande syften samt mål.Utvärderingar undersöker ofta resultaten och medarbetarnas utveckling genom lärande samt kunskap i relation till avsatt mål för kompetensutvecklingsinsatsen utifrån ett företagsperspektiv.

Syftet med studien var att belysa hur motivation på arbetsplatsen kan betraktas från ett inre och yttre perspektiv, med utgångspunkt från ett antal specifika faktorer såsom samhörighet, kompetens, autonomi och kontroll i tillvaron. 126 respondenter, 99 kvinnor och 27 män besvarade en enkät som bestod av demografiska frågor, frågor kring chefens stöttande av autonomi, frågor om samhörighet, kompetens och arbetsmotivation samt ett testbatteri bestående av IMI scale, Work Extrinsic and Intrinsic Motivation Scale och Locus of Control. Studiens resultat visar att chefens stöttande av autonomi påverkade de anställdas inre arbetsmotivation positivt. Studien visar även på att det finns ett svagt samband mellan inre arbetsmotivation och tillfredsställelsen av de anställdas behov av autonomi och samhörighetAbstractThe purpose of this study was to see how work place motivation can be seen from an intrinsic and extrinsic perspective, with starting point from specific factors such as relatedness, competence, autonomy and control. The 126 respondents of the study, 99 women and 27 men, answered a questionnaire that consisted of a few demographic questions, questions about if the boss is supportive of autonomy, questions about relatedness, competence and work place motivation.

Bakgrund: Arbetet på en intensivvårdsavdelning ställer stora krav på de nyutbildade intensivvårdssjuksköterskornas kompetens. Den första tiden i yrket innebär att i socialiseringsprocessen förvärva de kunskaper och färdigheter som krävs i yrket. Nyutbildade intensivvårdssjuksköterskors kompetens anses inte motsvara vårdens kompetenskrav. Syfte: Syftet med studien var att beskriva nyutbildade intensivvårdsjuksköterskors uppfattningar om sin yrkeskompetens. Metod: Studien genomfördes med kvalitativ metod och intervjuer valdes som datainsamlingsmetod.

Background: Many companies have outsourced their IT-operations and their expectations of what this IT-outsourcing will contribute to the business are high. Cost cuts are not always a natural outcome of IT-outsourcing. Many companies that have outsourced their IT-operations consider it to be problematic and complex to exercise management control and reach cost control which was the purpose of the IT-outsourcing. Purpose: To describe and analyze what affect IT-outsourcing has on a company?s management control system and a company?s possibility to exercise cost control.

Syftet med den här studien var att undersöka och beskriva kuratorers arbete med döva och hörselskadade klienter. Frågeställningar som undersöktes var: - Hur beskriver kuratorerna sitt arbete med döva och hörselskadade klienter? - Vilka arbetsmetoder används av kuratorerna i arbetet med döva och hörselskadade klienter? - Vad innebär en kulturkompetens och en bikulturell kompetens enligt kuratorerna? Författaren ville belysa ämnet utifrån ett perspektiv där den professionella är teckenspråkig då hon anser att detta perspektiv saknas i litteraturen. Semistrukturerade intervjuer genomfördes med tre kuratorer som är teckenspråkiga och verksamma inom dövområdet. Resultatet visar att kuratorernas arbete består av praktiska åtgärder och stödsamtal.

Dementia may cause impairment of linguistic abilities, affecting both production and comprehension, which in turn affects communication (Mahendra & Hopper, 2012: Perkins, Whithworth & Lesser, 1998). The aim of the present study was to investigate and describe the communication strategies in everyday conversations between people with dementia and their interlocutors, and to describe the identified interaction phenomena based on a participatory perspective.The study was conducted at a home for people with dementia. Three people with known dementia and two health professionals participated in the study. Everyday interactions were filmed, and then transcribed and analyzed according conversation analytic principles. The transcribed data was also analyzed with ideas from positioning theory.The present study highlights the presence of trouble sources in communication between the person with dementia and carers and how these are handled by the participants in terms of strategies, competence and positioning.

This study examines the cultural place and status of video and computer games in the Swedish public library. Using works on popular culture and the theories of Pierre Bourdieu, this study employs quantitative methods, as well as textual analysis, to analyze the results of an online questionnaire with 19 questions focusing on selection criteria, shelf placement, perceived competence, as well as reasoning for having or not having these games in the library. 286 out of the 440 libraries contacted is participating in the study, and the libraries consist exclusively of public libraries in Sweden that are found in the database of the Royal Library.The results of this study show that a larger number of libraries than previously indicated have started to provide electronic games to their patrons. At the same time, patterns in the data and comments suggests that these games in many cases still do not enjoy the same level of cultural recognition as other media. Indicative of this is the way most libraries seem to focus on the medium being exclusively for their young patrons, with seem-ingly very little in the way of investment for adults.

In this study we aim to investigate what employees at a callcenter see as prospects, opportunities and barriers of learning within a company. To answer the purpose of this essay, two questions were formulated; "What opportunities for learning does employees experience in the company?" and "How can learning in the workplace improve for the sellers?". First, we present what previous research has highlighted regarding workplace learning and learning within the callcenter industry. Afterwards we present ten semi-structured interviews with leaders and sellers within a telecom company in Stockholm.

AbstractThis qualitative study has been made to examine which factors that are required to create a work place that can be associated with loyal co-workers. The study covers half structured interviews with nine people on different levels and with different positions, within a manufacturing company in Värmland. Our ambition with this study is to find out if, and if so, in what way the view on loyalty and which factors that are required to encourage loyalty, differ depending on witch level one belongs to in the organization. Our thesis is that our respondents will have various ways of expressing the term loyalty, and that these various ways are linked to the different levels that each employee is currently stationed at.The result of this study shows that the way people look at loyalty, and what loyalty is really about, does not differ that much among our respondents, regardless of their level. The factors that, according to the respondents, are important if one wants to create a work place that can be associated with loyal co-workers are: to be able to feel trust towards and have faith in those one works with, as well as the company and the way things are being run, to be able to experience the feeling of community, and that one is happy with ones work place, as well as ones co-workers.

To understand the modern leadership you have to gain a lot of experience to attain the right competence through which you are able to know what kind of leadership is most suitable to use in the current situation. Leaders agree that every kind of leadership is more or less successful depending on the situation and different organizational factors, for example the co-workers and the environment. Every leader should have a strong willpower and driving force to bring motivation to the organization and to make it more efficient. Another quality that represents a modern leader is the ability to lead and divide the co-workers and the organizations different strengths. The organizational communication is an important factor of how you, as a leader, answer to your co-workers and also how you will be received.

Today?s companies offer their products and services through multiple distribution channels in an increasing extent, in order to reach bigger markets and more customers. Multiple channels result in an increased risk for channel conflict.This essay is an exploratory and descriptive study with the purpose to explore some companies? channel conflicts on the basis of sales commission and price differences. A case study has been made at two different companies and the empirical material has been collected with qualitative interviews.We found more channel conflicts in the company that uses sales commissions than in the company that doesn?t.

To understand the modern leadership you have to gain a lot of experience to attain the right competence through which you are able to know what kind of leadership is most suitable to use in the current situation. Leaders agree that every kind of leadership is more or less successful depending on the situation and different organizational factors, for example the co-workers and the environment. Every leader should have a strong willpower and driving force to bring motivation to the organization and to make it more efficient. Another quality that represents a modern leader is the ability to lead and divide the co-workers and the organizations different strengths. The organizational communication is an important factor of how you, as a leader, answer to your co-workers and also how you will be received.

Background: Resources that are hard to put a value on and cannot be classified as assets in the balance sheet as well as the development towards the information society has led to an increasing need and use for voluntary information in the annual reports. The increase of voluntary information can foremost be seen in the field of human resources.Purpose: The purpose of this thesis is to describe the development of voluntary information about human resources in the annual report of a number of Swedish quoted companies. The purpose is also to see if there is a difference in the development between manufacturing companies and service companies.Method: Six manufacturing companies and six service companies were chosen from the Stockholm exchange A-list. Using both a qualitative and quantitative research method the annual reports of the chosencompanies were studied for the years 1995, 1997, 1999, 2001, and 2003. A model consisting of seven categories; health, diversity, recruitment, staff turnover and comfort, benefits and motivation, education and competence development, was developed to clarify were the development took place.Conclusions: After finishing the study one can tell that the amount of voluntary information about human resources in the annual report has increased even though the percentage share of the total annual report only has increased appreciably for manufacturing companies.