Hur chefer på kårbolag i Göteborg arbetar med feedback i motivations och utvecklingssyfte när monetära incitament saknas

Abstract

The subject of motivation and feedback is something that the literature regarding management treats as significant. Therefore we have investigated how managers work with feedback in motivational and development purposes within union companies in Gothenburg. According to the existing theory it is important that feedback is given correctly and with relevant content, and thus affect both the recipient's own development and the growth of the business. Earlier authors also discuss the complexity of feedback that it is important to consider all of the surrounding aspects, and that it is important to be aware that there is no single approach that can be directly applied on all types of organizations. To investigate how the managers within the union companies motivate their employers without access to monetary incentive, we conducted a qualitative study with in-depth interviews with four respondents. The respondents were decision makers at their respective union company with the roles as CEO or deputy CEO. The results show that all four respondents noted the importance of providing feedback, and they also agree on the increased importance of motivation and feedback in the absence of the ability to motivate by monetary incentives. At the same time their work with feedback looked different on the respective union company. What was distinguishing was that they had different views on giving feedback on a personal level, while they all agreed that trust and confidence was important between the giver and the recipient. It was also interesting to learn about their different approaches regarding to give negative feedback. They all agreed that continuous work your feedback is important for business growth, and that the most important thing in the feedback process was that the recipient could bring substantial information and use it in a developing purpose.