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Det förflutna kan inte ändras men framtiden är i din makt: Medarbetares motivationsfaktorer inom svensk äldreomsorg
Mid Sweden University, Faculty of Human Sciences, Department of Economics, Geography, Law and Tourism.
2019 (Swedish)Independent thesis Basic level (university diploma), 10 credits / 15 HE creditsStudent thesis
Abstract [sv]

Svensk vårdsektor har behov av motiverade medarbetare som förbättrar vården av äldre. Ändå är motivationsforskningen utifrån medarbetarperspektiv begränsad inom detta forskningsfält. Syftet med denna studie var därför att undersöka på vilka sätt medarbetares arbetsmotivation kan öka inom privat svensk äldrevård. Med utgångspunkt från Maslows (1943) behovshierarki, Herzbergs (1959) tvåfaktorsteori (1959) och Alderfers (1969) ERG-modell utvecklades en analysmodell baserad på fyra teman som kallades motivation, existensbehov, relationsbehov och utvecklingsbehov. Utifrån kvalitativ metod intervjuades sju undersköterskor och sjuksköterskor från privata vårdenheter. Intervjusvaren analyserades enligt analysmodellens fyra teman. Resultatet visade att finansiella förmåner i form av fördelaktig lön, semester och rätt till vilopauser tillsammans med fördelaktig företagspolicy skapar hög anställningstrygghet. Avgörande motivationsfaktorer var rättvisa arbetsvillkor, tillfredsställda sociala behov genom harmonisk gemenskap med arbetskollegor samt uppskattning genom konstruktiv feedback från chefer och kollegor i en trygg och trivsam arbetsmiljö. Betydelsefulla men inte helt avgörande motivationsfaktorer var självständighet och självförverkligande genom variationsrika arbetsuppgifter och ökad förmåga att vårda de äldre. Det slående med studien var hur nyanserade, individuella och ömsesidigt beroende motivationsfaktorerna var av varandra. Slutsatsen blev därför att gamla etablerade analysmodeller med strikt uppdelning mellan olika behov och motivationer inte motsvarar verkligheten. Motivationen bygger snarare på ett nyanserat samspel mellan flertalet motivationsfaktorer. Enbart fördelaktig lön med tydlig och rättvis arbetsplatspolicy är därför inte tillräckligt. Medarbetarna behöver även väl fungerande social gemenskap, samarbeten med konstruktiv feedback, personlig utvecklingspotential och känslan av att hjälpa de äldre till ett bättre liv. Först när dessa motivationsfaktorer samspelar med varandra så kan privat svensk äldrevård förbättras genom mer motiverade medarbetare.

Abstract [en]

The Swedish healthcare sector needs motivated employees who improve the elderly care. Nevertheless, from an employee perspective, motivational research is limited in this field of research. The purpose of this study was therefore to investigate how employees' work motivation can increase in private Swedish elderly care. Based on Maslow's (1943) hierarchy of needs, Herzberg's (1959) two-factor theory (1959) and Alderfer's (1969) ERG model, a new analysis model was developed based on four themes called motivation, existence needs, relationship needs and development needs. Seven nurses in private Swedish elderly care were interviewed based on qualitative method and analyzed according to the four themes in the analysis model. The results showed that financial benefits in the form of favorable salary, vacation and the right to take breaks together with an advantageous company policy that creates high job security and fair working conditions were crucial to employees' motivation. Social needs in the form of harmonious cooperation with work colleagues as well as appreciation through constructive feedback from managers and colleagues, in a safe and pleasant working environment, were also crucial to motivation. Independence and self-realization through varied tasks and increased ability to care for the elderly were not decisive, but affected the motivation. A striking finding in this study was how the employees were motivated through a nuanced, and individually and mutually dependent interaction of motivational factors. Therefore, the conclusion was that the employees were motivated by the interaction of several motivational factors that are difficult to separate from one another. Another conclusion was that the older theoretical models with a strict division between different needs and motivations did not correspond to reality. The latter is based on a nuanced interaction between a majority of motivational factors. Therefore, in addition to favorable salary with clear and fair workplace policy, it might be necessary to create a well-functioning social community, collaborations with constructive feedback, personal development potential and stimulate employees perception of helping the elderly to a better life. As these motivational factors interact with each other, more motivated employees can better improve the private Swedish elderly care.

Place, publisher, year, edition, pages
2019. , p. 40
National Category
Business Administration
Identifiers
URN: urn:nbn:se:miun:diva-41016OAI: oai:DiVA.org:miun-41016DiVA, id: diva2:1523604
Subject / course
Business Administration FE1
Supervisors
Examiners
Available from: 2021-01-28 Created: 2021-01-28 Last updated: 2021-01-28Bibliographically approved

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CiteExportLink to record
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Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
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  • de-DE
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  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
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