This thesis examines motivation and incentives in the Norwegian ice cream factory Hennig Olsen on two organizational levels. The last decades have seen a great change in the workforce in the western world as more and more people are taking higher education. This has created a new type of worker, the knowledge worker, in addition to the traditional worker.
The knowledge worker is a professional engaged employee with often more knowledge than his leader, and often assumed driven by a strong intrinsic motivation. This is in strong contrast to Frederick W. Taylor’s assumption that no employees are motivated to perform any type of work, and an enticement is therefore necessary to create motivation. This change creates implications for how companies create incentives for their employees.
By examining motivation in two different organizational levels, while examining the incentives that are applicable at the various organizational levels, it is clear that different employees experience various incentives and are motivated by different things.
The purpose of the thesis is to create insight in a single case to gain a better understanding of motivation and incentives in Hennig Olsen. This is done out of a phenomenological paradigm, therefore this thesis builds on our understanding of how the situation is in Hennig Olsen.
|Educations||MSocSc in Human Resource Management, (Graduate Programme) Final Thesis|
|Number of pages||178|