The public sector in Denmark as well as many other countries has experienced far-reaching reforms with the shift in public policy-making called New Public Management. In the Danish home care system, the changes have lead to an implementation of the purchaser-provider model, an effort to standardize services, assess time-spans of each service, and have facilitated cut downs in many municipalities. In the summer of 2010, news reports revealing that some employees in home care neglected their obligation started general discussions about the profession. This makes the public home-care a relevant topic for further examination. The objective of this thesis is to examine the motivation among employees in public home-care, and analyse how the motivation can be maintained at the current level or increased. A qualitative approach was chosen as the best suited for this purpose, and the data was gathered from four teams in two Danish municipalities. Through the process 15 single and group interviews were conducted with a total of 22 employees and leaders. The qualitative data was analyzed, and discussed based on theories about trust in organizations, intrinsic and extrinsic motivation, and Public Service Motivation. Based on the responses from leaders and employees, three separate factors that contribute to motivation were identified: A good relation with colleagues, which has to be based on mutual trust Appreciation and gratitude from recipients, and recognition from colleagues and leaders Affective motivation, based on empathy with recipients and collective norms. A high level of motivation is found among the employees who participated in this study, but the employees are depending on a degree of autonomy and a high level of interaction between employees, in order for the motivation to remain high. The factors that contribute to the high motivation are currently threatened by the reforms that limit employees’ autonomy and encourage fewer and shorter staff meetings. Today the leaders are ensuring employees autonomy and interaction by softening the rules a bit, and they might also be able to do so in the future. However, this study concludes that in order to support the motivation of employees, future reforms both on state and local government level, could benefit from an awareness of what motivates the employees.
|Educations||MSc in Human Resource Management, (Graduate Programme) Final Thesis|
|Number of pages||130|