En effekt av. Sofia Bergalm och Ingrid Dalme. Magisteruppsats höstterminen 2010. Företagsekonomiska institutionen, Uppsala universitet

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FÖRORD: Denna magisteruppsats skrivs vid Uppsala universitet under hösten 2010. Vi vill tacka Länsförsäkringar Bergslagen för den generositet man visat vid intervjutillfällena och delgivandet av information om organisationen samt deras egna reflektioner. Ett speciellt tack riktas till Mikael Sundquist, Ann Lidén-Pettersson, Helene Hemlin, Ann-Christin Palmér samt säljgruppen på privata sakförsäkringar. Vi vill slutligen tacka vår handledare Karin Brunsson för hennes flexibilitet och konstruktiva feedback samt våra opponenter som vid slutseminariet gav oss givande synpunkter. Tack för Er hjälp ----------------------------------- ----------------------------------- Sofia Bergalm Ingrid Dalme Uppsala, den 12 januari 2011 1 Bergalm & Dalme

All the value of this company is in its people. If you burnt down all of our plants and we just kept our people and information files, we would soon be as strong as ever. Take away our people and we might never recover Tom Watson Jr, former president of IBM (Mayo 1998) 2 Bergalm & Dalme

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?.4699'(F%;;%-:%%-')%7)&&D$)(4@.-@*+4-3)(-%:D(4++*%*)- KUNSKAP OCH KUNSKAPSUTBYTE Definition: Kunskap: Den relevanta information, de idéer och den expertkunskap hos individer, team, arbetsenheter och organisationen i sin helhet som används för att utföra arbetsuppgifter. Kunskapsutbyte: Individer delar med sig av de idéer och den expertkunskap som är relevant för organisationen. Det är ett givande och tagande av kunskap, där medarbetare pratar med varandra för att kunna utföra sina uppgifter bättre och för att bli mer effektiva. YTTRE OCH INRE MOTIVATION Definition: Drivs av: Yttre motivation: En individ gör något som leder till ett avgränsat resultat och förväntar sig ett visst utfall till följd av en medveten handling. Omgivningen genom: Incitament Konsekvenser av sitt beteende Belöningar monetära, icke-monetära och psykologiska Inre motivation: Uppstår från ett egenintresse, vilket påverkas av att en individ känner glädje vid utförandet av en uppgift, att det som görs känns meningsfullt och ger energi. Människans naturliga behov av att: Handla självständigt Höja sin kompetens Uppleva samhörighet med andra KUNSKAPSUTBYTE OCH MOTIVATION Belöningssystems effekt (yttre motivationsfaktor) på kunskapsutbyte Hur? Skapa belöningssystem som får individer att utbyta kunskap, dvs. belöna dem som utbyter kunskap. Dessa belöningar kan vara monetära, icke-monetära eller psykologiska. Resultat: Belöningssystem som bygger på kunskapsutbyte kan resultera i att individer väljer att samarbeta med varandra för att erhålla ytterligare kunskap. Utformning: Anses fungera bäst om de är utformade på grupp- eller organisationsnivå eftersom det kan förstärka de kollektiva målen och skapa ett förtroende mellan individerna och en ökad gemenskap. Detta kan i sin tur leda till att individerna blir mer benägna att utbyta sin kunskap med andra. 18 Bergalm & Dalme

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