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Personlighetsegenskaper och motivation: En kvalitativ studie om hur mellanchefers personlighetsegenskaper inverkar på hur de motiverar sina medarbetare.
Linnaeus University, School of Business and Economics, Department of Organisation and Entrepreneurship.
Linnaeus University, School of Business and Economics, Department of Organisation and Entrepreneurship.
2018 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesisAlternative title
Personality traits and motivation (English)
Abstract [sv]

Titel: Personlighetsegenskaper och motivation

Syfte: Att belysa hur en mellanchefs personlighetsegenskaper inverkar på hur de motiverar sina medarbetare. 

Teori: The Big Five, arbetsmotivation och Herzberg tvåfaktormodell.

Metod: En kvalitativ studie med ett konstruktionistiskt perspektiv samt ur en hermeneutisk synvinkel. Metoden utgjordes av fyra semistrukturerade intervjuer som spelades in och transkriberades. Intervjuerna utgick från en intervjuguide som var baserad på studiens teorier. Respondenterna valdes ut med ett målstyrt urval.

Empiri: En sammanställning av de fyra semi-strukturerade intervjuerna som genomfördes.

Slutsats: En mellanchefs personlighetsegenskaper visade sig ha en viss inverkan på hur de motiverar sina medarbetare. Hur stor denna inverkan är varierar mellan olika mellanchefer. I ett fall där en mellanchef hade medelnivåer av de flesta personlighetsdimensionerna och låga nivåer av extraversion samt neuroticism uppfattades hen vara lugn, reserverad och uppgiftsorienterad. Vilket inverkade på hens motivationsarbete genom att hen använde sig av inre motivationsfaktorer på ett sådant sätt där hen lämnade över ansvaret till medarbetarna själva. I ett annat fall hade en mellanchef utmärkande nivåer av tillgänglighet/vänlighet/behag och samvetsgrannhet, lite över medel av extraversion och låg nivå av neuroticism och öppenhet. Där det främst var hens låga nivå av extraversion som antydde på att hen är mer uppgiftsorienterad som visade sig inverka på hens sätt att motivera sina medarbetare, via den inre motivationsfaktor erkännande. En annan mellanchef med liknande personlighetsegenskaper, dock med en betydligt högre nivå av extraversion som innebär att hen är personinriktad istället, involverade sig betydligt mycket i sina medarbetare mer som enskilda individer och visade på ett betydligt större intresse för deras utveckling och välmående. Hen använde inre motivationsfaktorer som erkännande, prestation, personliga utvecklingsmöjligheter och hygienfaktorer som belöningar och lön. En annan mellanchef visade sig använda samma typer av motivationsfaktorer, dock med en helt annan nivå av engagemang och intresse i sina medarbetare, vilket troligen beror på hennes personlighetsegenskaper som är totala motsatsen jämfört med övriga studerade mellanchefer. 

Abstract [en]

Title: Personality traits and motivation

Purpose: To illustrate how a senior executive’s personality traits affect how they motivate their employees.

Theory: The Big Five, work motivation and Herzberg's two factor model.

Method: A qualitative study with a constructive perspective with one hermeneutical position. Four semi structured interviews were conducted, all of them were recorded and transcribed. Respondents were selected with a purposive sampling.

Empirical: A compilation of the four semi-structured interviews conducted.

Conclusion: A senior executive’s personality traits were found to have a certain impact on how they motivate their employees. The extent to which this effect is varied between the various senior executives. In one case where a senior executive had average levels of most personality dimensions and low levels of extraversion as well as emotionality, they were perceived to be calm, reserved and task-oriented. Which affected motivational work by using internal motivation factors in such a way that they left the responsibility to the employees themselves. In another case, a senior executive had distinctive levels of agreeableness and conscientiousness, a little over the means of extraversion and low levels of emotionality and openness to experience. Where primarily, there was a low level of extraversion that suggested that they are more task-oriented, which proved to impact in order to motivate their employees, through the internal motivation factor recognition. Another senior executive with similar personality characteristics, though with a significantly higher level of extraversion, which means that they are person-oriented instead, involved much more in their employees more than individual individuals and showed a much greater interest in their development and well-being. The senior executive used internal motivational factors such as recognition, achievement, personal development opportunities and hygiene factors such as rewards and salaries. Another senior executive was found to use the same types of motivational factors, but with a completely different level of commitment and interest in their employees, which is probably due to the personality traits, which is the opposite of the other senior executives

Place, publisher, year, edition, pages
2018. , p. 73
Keywords [en]
Leadership, personality traits, The Big Five, work motivation and Herzberg's two factor model
Keywords [sv]
Ledarskap, personlighetsegenskaper, The Big Five, arbetsmotivation och Herzbergs tvåfaktormodell
National Category
Business Administration
Identifiers
URN: urn:nbn:se:lnu:diva-74766OAI: oai:DiVA.org:lnu-74766DiVA, id: diva2:1211515
Subject / course
Business Administration - Organization Leadership; Business Administration - Organization Leadership
Educational program
Enterprising & Business Development, 180 credits; Business Administration and Economics Programme, 240 credits
Supervisors
Examiners
Available from: 2018-06-14 Created: 2018-05-31 Last updated: 2018-06-14Bibliographically approved

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Personlighetsegenskaper och motivation: en kvalitativ studie om hur mellanchefers personlighetsegenskaper inverkar på hur de motiverar sina medarbetare(833 kB)13 downloads
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