How Could Greenfield Diner Transportable and Hørkram Foodservice A/S Use Their Incentive Systems to Motivate Reduction of Their Collective Food Waste?

Dimitar Kirilov Tsenev

Student thesis: Master thesis


This paper handles the issue of food waste from different perspective, instead of trying to utilize the currently generated high amounts of wastes, here the recommendation is to work with the partners in the supply chain for reduction of this waste. Two companies are chosen which are in the food distribution and production business. They are chosen, because they are currently related as supplier and customer. They are in the middle of the supply chain as collecting point between multiple suppliers and consumers. The analyses, which this paper is doing are on their incentive systems’ motivation effect to reduce the generated collective waste of the two firms working individually and together to achieve it. The paper looks for the internal effects of the incentive system and the motivating effect for cooperation between these two partners for less waste. Recommendations for Hørkram are several. First to be careful with the control and centralization of their decision taking, because it can have negative effect on the intrinsic motivation of the employee. Instead of focus on control, they can focus on change of the hiring policy, training, significant information exchange, transparency and feedback, budget control and most importantly culture for less waste, organizational spirit and self-control. Regarding the current reward, which is given, it is fixed salary, promotion can be used for risk compensation, when it comes to higher responsibilities. More non-financial reward can be added as well. When it comes to the work with Greenfield, focus should be put on receiving more information from Greenfield in advance and more personal connection with the them.
Recommendations for Greenfield is less control from the principal and more decentralization. This is because the current centralization creates low result in two of the three psychological needs of the people: low autonomy and limited possibility for self-efficacy. This lowers the intrinsic motivation. Greenfield should improve information exchange and feedback. Keep focus on the background for less waste and select people with appropriate attitude. Hørkram should approached for benefits in case of more information disclosure.

EducationsMSc in Accounting, Strategy and Control, (Graduate Programme) Final Thesis
Publication date2016
Number of pages126
SupervisorsIvar Friis