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Coachning i arbetslivet: - och dess effekt på medarbetares upplevda autonomi, motivation och utveckling
Stockholm University, Faculty of Social Sciences, Department of Education.
Stockholm University, Faculty of Social Sciences, Department of Education.
2017 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesisAlternative title
Work life coaching : - and its effect on employee’s experienced autonomy, motivation and development (English)
Abstract [sv]

Arbetslivscoachning har etablerat sig på arbetsmarknaden som utvecklingsmetod av medarbetares arbetsprestation. Denna studie syftade till att undersöka coachade medarbetares upplevelser av arbetslivscoachning, i förhållande till autonomi, motivation och utveckling. Respondenterna arbetade på ett kommunalt äldreboende i Stockholmsregionen. Totalt utgjorde tio semistrukturerade medarbetarintervjuer studiens huvudsakliga datamaterial. Dessutom genomfördes en semistrukturerad intervju med medarbetarnas enhetschef, som även coachade medarbetarna. Data analyserades via empiristyrd tematisk analys, med inspiration från innehållsanalys. Studiens teoretiska inramning innefattade Illeris lärmodell, Hackman & Oldhams motivationsmodell, Deci & Ryans självbestämmandeteori samt Locke & Lathams målsättningsteori. Medarbetarna upplevde autonomi inom gruppens målformulering, däremot med begränsad individuell autonomi. Resultatet visade att coachen bör vara autonomifrämjande, för att vara motivations-och utvecklingsfrämjande. Även relationen mellan coach och medarbetare är betydelsefull för att coachningen ska vara motivationsfrämjande, och därigenom utvecklingsfrämjande. Slutligen begränsas medarbetares inre motivation då coachen tillämpat ett styrande tillvägagångssätt somsaknar individanpassning. Avsaknad av individanpassning, samt gruppen kollektiva överenskommelse, bidrar snarare till en yttre motivation som är internaliserad.

Abstract [en]

Coaching has established itself on the labor market as a method for employee development, in regards to job performance. This study aimed to explore how employees undergoing work life coaching experience the coaching in relation to autonomy, motivation and development. All respondents worked at a communal geriatric care facility in Stockholm. Ten employees and their coach were interviewed, via semi-structured interviews. The coach also worked as the employees’ section director. Data was analysed using thematic analysis, with inspiration from content analysis. As theoretical framework Illeris Three Dimensions of Learning Model, Hackman & Oldhams Job Characteristic Theory, Deci & Ryans Self-Determination Theory, and Locke & Lathams Goal Setting Theory was applied.

The employees experienced autonomy within team’s goal setting, however with limited individual autonomy. Results showed that a coach should work to enhance employee autonomy in order for coaching to have a positive effect on employee motivation and development. The relationship between coach and coachee is of importance for the coaching to have positive effect on employee motivation and development. Applying directive elements in the coaching style and lacking in individual accommodation hinders the employees’ intrinsic motivation. The lack of individual accommodation, and presence of collective understanding within the team, rather results in an internalised extrinsic motivation. 

Place, publisher, year, edition, pages
2017. , p. 55
Keywords [en]
Coaching, work life, work life coaching, motivation, employee motivation, employee engagement, intrinsic motivation, extrinsic motivation, autonomy, development, job performance
Keywords [sv]
Coachning, arbetsliv, arbetslivscoachning, motivation, medarbetares motivation, medarbetares engagemang, inre motivation, yttre motivation, autonomi, utveckling, arbetsprestation
National Category
Social Sciences
Identifiers
URN: urn:nbn:se:su:diva-139074OAI: oai:DiVA.org:su-139074DiVA, id: diva2:1071031
Presentation
2017-02-02, 17:49 (Swedish)
Supervisors
Examiners
Available from: 2017-02-06 Created: 2017-02-06Bibliographically approved

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Citation style
  • apa
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