This thesis discusses how companies work with internal marketing to increase personnel motivation and comfort, and how internal marketing and employee Rewards are valued by companies? management. Issues addressed include: the link between employee satisfaction and the success of companies: how to work successfully with internal marketing: the value of different kinds of Rewards for personnel: the importance of communication and information. By studying literature and theories about these issues and also interviewing personnel managers in two different companies we have learnt that companies use internal marketing with awareness and thought. We also learnt that company leaders value employee Rewards very high, although there is a different in what sort of Rewards they value the most..

The purpose of this master thesis is to, with the strategies of the organization and the preferences of the co-workers in mind, explore how reward systems can be designed in heterogeneous organizations. This is done by interviewing store managers and sales personnel in a heterogeneous organization. The frame of reference deals with theoretical approaches on reward systems and is divided in the following sections, individual or group based, differentiated or not differentiated Rewards systems and goals, measurements and Rewards. These sections are highlighted from the following aspects, equity, implementation possibilities and finally environment. The theoretical discussion ends in the conclusion that heterogeneous organizations should have several different reward systems, but not if a restructuring process is in progress or the system becomes too costly.

Layoffs may have severe consequences for organizations, and not least on the motivation of the remaining staff in the company when trying to keep on performing the given tasks. How can one with the use of Rewards and goal setting affect the motivation on the remainder of the staff? This thesis is dealing with the question of how the management of Bilbolaget Nord AB, who were stricken by layoffs, are working to enhance motivation of the remaining staff with the use of Rewards and goal setting. This is a qualitative case study where we have focused our attention to the workshop department at Bilbolaget Nord AB and empirics have been collected by conducting interviews with middle management executives and a questionnaire study with the remaining employees. An in-depth study of theories regarding motivation, goal setting and Rewards was made in order to be able to compare and analyze the theories with the case.

The purpose of this study is to examine what professionals tell about stress, Rewards, impact and treatment in the professional treatment with young sexual offenders. Eleven qualitative interviews of half-structured design brought up results about the professional role in the treatment process. During the interviews the professionals described which methods of treatment they work with. We examined the methods through literature research, which was added to the study whit the purpose of strengthening the interview data. The professionals consider their work important and meaningful and they feel safe in their working role.

Crowdfunding is described as a facilitator for creative entrepreneurs in their gathering of funds for projects. This bachelor?s thesis  aims at finding differences in communication components found between successful and unsuccessful crowdfunding campaigns on one of the most popular platforms, Kickstarter. Through a quantitative content analysis and a rhetorical analysis of literary topoi this study suggests that there are apparent differences in usage of titles, text, visual expressions, Rewards and in themes of preparation, humility as well as quality. The findings we present conclude that a campaign with a title consisting of eight words and one punctuation are more likely to succeed than other.

Syftet med denna uppsats var att fastställa om och hur arbetsuppgifternas komplexitetsgrad påverkar vad de anställda motiveras utav. Vidare undersöktes vilka preferenser de anställda med arbetsuppgifter av olika komplexitetsgrad hade gällande icke-monetära belöningar. Det studerades även till vilken grad cheferna var medvetna om deras anställdas preferenser. Utifrån det teoretiska perspektivet ska de anställda med komplexa arbetsuppgifter motiveras utav inre faktorer såsom beröm, utveckling och ökad självständighet. Anställda med icke-komplexa arbetsuppgifter ska då påverkas utav yttre faktorer som lön och spontana materiella belöningar.

Background: Motivation is a subject that is on everyone's lips in today's knowledge-intensive firms. What is motivation and what are we motivated by? We will, through three case studies, be grappling with the notion to clarify how managers and employees' perception of the concept is different, or possibly similar. Furthermore, the thesis examines whether the theory and practice of motivation are consistent with each other. Purpose: The purpose of our study is to seek understanding of what management within an organization believes are motivating their staff as well as how the staff perceive themselves be motivated by. We ask ourselves if organizations is up to date with the development of what motivates people.

Law firms are defined as knowledge-intensive companies. Due to the dependency regarding the resource of knowledge among the firms employees and to the fact that they often are categorised as a type of professional service firm. The purpose of this study is to investigate the different types of profitsharingsystems as a form of reward with focus on the theoretical differences and effects of the True Partnershipmodel and the Stockholmmodel. In addition to these models we will look into the Human Resource processes of; recruiting, integration, retaining and development of employees. The main purpose of the study is to examine the theoretical level on how the profitsharingsystems effect different Human Resource processes and through the knowledge of these connections using this as an analogy when to analyse other law-firms and knowledge?intensive company?s.

The purpose of this thesis was to describe how service producing IT- companies handles their internal marketing. We wanted to understand how management deal with internal marketing activities and how different companies create a working environment to encourage employees to motivation and well-being. To be able to find out we did a case study on a service producing IT-company. Two personal interviews were done with two of the managers. Our empirical research showed that the company used internal marketing on a daily basis.

AbstractTitel: The optimal salary system in the real estate industry Authors: Emma Bjo?rkman och Tere?se Emanuelsson Widstro?m Tutor: Tommy BergquistProblems background: The challenges companies face is to recruit, retain and motivate empolyees to work in a way that promotes the company. Skilled staff are difficult to recruit, more difficult to maintain and expensive for companies to lose but undeniably the most important key to success. How should the optimal salary system be composed to attract operators in a competitive market such as real estate industry, with a predominance of commission based salary?Purpose: To examine how the salary system is linked to motivation and goals in the real estate industry.

Companies use different forms of representation to promote business negotiations. The regulations for the right to deduction for the cost of representation are stated in Chapter 16 section 2 of the Swedish Income Tax Act (IL). According to the law there must be an im-mediate connection between the expenditure and the business practice and the claimed de-duction must be reasonable. The Swedish tax authority publishes general recommendations regarding representation which are used as guidelines for the tax payer to follow. The gen-eral provision about tax deduction can be found in Chapter 16 section 1 of the Swedish In-come Tax Act (IL), stating that expenses to acquire or retain income shall be deductible.

Employee turnover can cost an organization a significant amount of money. In addition, retention of employees can beneficial towards to an organization as it e.g. allows to save costs related torecruitment and training of new employees. The fast food industry is recognized as an industry which employs low-skilled employees and is especially in the United States known to be prone to high employee turnover. With regards to Europe, only little information is available in the field of low-skilled employee retention in the fast food industry.

This examination has been made in cooperation with Jernhusen which is an estate company owned by the government, with estates along the railways in Sweden. This assignment is to help Jernhusens business area Projektfastigheter with their experience feedback, which is to-day almost absent. Business area Projektfastigheter has the task of supporting Jernhusens three other business areas with skills and resources for the estate projects that Jernhusen runs. Jernhusen must become stronger with the collecting of experiences and as a business because of the liberalization of the railways, which leads to a more competitive market. A tool for this is successful experience feedback.The concept of experience feedback is to gain experience across a variety of cases, where individuals and/or groups can chose situations with relevant similarities and differences with current case.

Abstract: The purpose of this study was to examine the Swedish industry- and craftmanship trade, specifically the relationship between effort and reward and how it affects the meaningfulness during labour hours. Also, what are the possible effects on production efficiency as a whole? Discussed and analyzed through empirics and previous research.38 workers filled out a survey and two interviews were conducted to get a more analytic depth to the data.The results showed that there is little to no reward for high effort during labour hours on the evaluated workplaces, combined with low commitment and meaningfullness. My conclusions are that more ways of effort-based Rewards would likely have a positive effect on meaningfulness and thereby the production as a whole. I also show that the theses of Karl Marx are still plausible and relevant in modern day industrial- and craftsmanship trades in capitalist countries..

The Swedish bank Handelsbanken has, according to their own way of measuring, been more successful than a weighted average of their competitors during the last 38 years. They have also handled the recent financial crisis, as well as the one in the 1990´s, better than most other banks. This paper studies their management control system at branch level in order to identify the controls which have been enforced to ensure that a low risk level is retained in the lending. The controls that have been identified are; (1) A decentralized organization with the offices as profit centers where the manager has restrictions regarding risk level and the results are measured as K/I (cost/revenue). (2) The absence of bonuses and individual follow-up regarding performance measurement.