Belöningssystemets motiverande påverkan : Monetära eller icke-monetära belöningar?

Sammanfattning: Abstract Employees can be seen as the most important asset in order to reach the companies goals. In order to motivate employees to perform align with companies goal and visions reward systems could be used as a management tool. Reward systems could be used as a motivational tool and could also be seen as a system for recruitment, to inform and also to maintain commitment amongst employees, which contribute companies being a going concern. Difficulties while designing a well functional reward system is to adapt the system to all employee’s individual preferences and experiences, as a good motivational reward system builds on the fact that it motivates the employee. Previous research shows that different underlying factors affects the way employees respond to different rewards. As previous research has been done in specific industries, the ability to generalize to other industries is limited.  The study aims to bring knowledge around the ways managers and management within industrial organizations motivate their employees and how different reward systems later on affects the employee’s motivation. To investigate this, a quantitative survey of employees in industrial companies has been carried out and based on previous research and theory on reward systems, presumable connections have been studied to answer the formulated questions. The results of the study indicate that underlying factors have some impact on which rewards are valued. The results can be partly supported in previous research, but there are also differences like women value monetary rewards equally high as men. The study increases the knowledge of how employees are motivated in the industrial sector, and leads to greater knowledge about how managers and management can work with reward systems. Keywords: reward system, motivation, underlying factors, industry