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Hur leds den inhyrda personalen i kundföretaget?
University of Gävle, Faculty of Education and Business Studies, Department of Business and Economic Studies.
University of Gävle, Faculty of Education and Business Studies, Department of Business and Economic Studies.
2013 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
Abstract [sv]

Syfte: Vi vill med denna undersökning se hur cheferna leder sin inhyrda personal när arbetsgruppen består av både inhyrd och ordinarie personal.

   För att få svar på detta har vi utgått från fyra frågeställningar

 

  • Hur ser introduktions- och utbildningsinsatserna ut för de inhyrda?
  • Anpassar ledarna sitt ledarskap gentemot de inhyrda?
  • Hur motiveras de inhyrda?
  • Hur gör ledarna för att få de inhyrda att känna sig delaktiga i organisationen?

Metod: Vi har använt en kvalitativ metod. Våra primärdata är intervjuer av ledare. Sekundärdata är insamlade med hjälp av facklitteratur och vetenskapliga artiklar. Därefter har vi låtit den teori vi valt ut möta den empiri vi fått fram.

 

Resultat & slutsats: Ledarna på de företag vi undersökte ansåg att de inte anpassar sitt ledarskap gentemot den inhyrda personalen. De inhyrda får samma introduktion och motiveras på samma sätt som den ordinarie personalen. Utifrån de forskningsresultat vi tagit del av så anser vi att en viss anpassning bör ske, framförallt vid introduktion av den inhyrda personalen.

 

Förslag till fortsatt forskning: Hur pass lång bör kontrakttiden vara eller hur pass avancerade bör arbetsuppgifterna vara för att det ska bli lönsamt med en anpassad introduktion för inhyrd personal?

 

Uppsatsens bidrag: Denna studie visar hur ledarna i de arbetsgrupper vi undersökt leder de inhyrda. Även om man inte kan generalisera utifrån denna forskning anser vi att det går att se en tendens då ledarnas svar ofta överensstämmer.

  

Abstract [en]

Aim: We want to use this study to investigate whether the leaders of the companies we studied lead the hired workers in a different way when the working group includes both hired and ordinary staff.

   To answer this we have been based on four issues:

 

  • What do the introductions- and training efforts look like for the hired worker?
  • Do the leaders adapt their leadership towards the hired worker?
  • How do they motivate the hired worker?
  • How do the leaders get the hired worker to feel involved in the organization?

Method: We have chosen a qualitative method. Our primary data are collected by interviews of leaders. Secondary data are collected with the help of literature and scientific articles. Then we have allowed the theory we have selected to meet the empirical knowledge gained.

 

Result & Conclusions: In our study, we concluded that the leaders of the companies we surveyed consider that they don’t adapt their leadership towards the hired workers. The hired workers got the same introduction and get motivated in the same way. From research we have studied, we believe that some adjustment should be made, especially regarding the introduction of the hired worker.

 

Suggestions for future research: How long should the contract term be or how advanced tasks should it be to make it profitable with a customized introduction for hired workers?

 

Contribution of the thesis: This study shows how the leaders of the groups we studied control the hired worker. Even though we cannot generalize based on this research we believe that we can see a trend since the leaders' responses often coincide.

Place, publisher, year, edition, pages
2013. , 41 p.
National Category
Business Administration
Identifiers
URN: urn:nbn:se:hig:diva-14576Archive number: FE1:46/2013OAI: oai:DiVA.org:hig-14576DiVA: diva2:629970
Subject / course
Business administration
Educational program
Business administration
Supervisors
Examiners
Available from: 2013-06-28 Created: 2013-06-18 Last updated: 2013-06-28Bibliographically approved

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