Hur motiveras kvarvarande anställda efter en tid präglad av nedskärningar och varsel?

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. It proved that the motivation of 70 percent of the employees had decreased following the layoffs. The questionnaire study proved an interesting fact regarding rewards as it showed that the entire staff is unaware of the rewards being given to them after obtaining goals set by management. Only 38 percent of the employees are aware of them being measured in how well they perform. Management presents other motivational factors such as recognition, responsibility and opportunities of career advancement but the staff is surprisingly unaware of them. This thesis proves that management fails in communicating and elucidating these motivational factors, which makes them unrecognizable to the staff and therefore fails in motivating the staff. Management has not adapted their goal setting and rewards to the situation followed by the layoffs. Another conclusion we have come up with is that the employees, as a result of the layoffs, are not capable of reaching the level called self-actualization which keeps the staff focused on the fact that their jobs are being threatened which in turn decreases their motivation. These conclusions point towards the fact that the measures taken by management to motivate employees are not perceived by the staff as expected by management.

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