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Motivated to retain? A study of motivational factors among trainees in a FMCG company

Sundberg, Anna LU (2015) SMMM20 20151
Department of Service Management and Service Studies
Abstract
Talented employees are important for companies, and graduate programs are designed to internal educate talented students to make them a strong resource for the company. A problem is that trainees tend to leave the company after the program. This master thesis investigates how trainees become motivated, during and after the program, to retain within the company and where the perceived expectation gaps are. By finding the factors and the gaps, companies can retain the employees for a longer period of time, which saves both time and knowledge and reduce costs. In order to find an answer to the purpose, ten semi-structured in-depth interviews have been conducted with current and former trainees. Some of the former trainees are today managers,... (More)
Talented employees are important for companies, and graduate programs are designed to internal educate talented students to make them a strong resource for the company. A problem is that trainees tend to leave the company after the program. This master thesis investigates how trainees become motivated, during and after the program, to retain within the company and where the perceived expectation gaps are. By finding the factors and the gaps, companies can retain the employees for a longer period of time, which saves both time and knowledge and reduce costs. In order to find an answer to the purpose, ten semi-structured in-depth interviews have been conducted with current and former trainees. Some of the former trainees are today managers, which gives this thesis both an employee and a management perspective. The interviews will be analyzed together with; company documents regarding the trainee program and theories and concepts consisting of e.g. intrinsic motivators, extrinsic motivators, management/leadership and the concept of career and its influence on the personal motivation.

This research revealed that the motivating factors for the trainees are; personal development, change in their work life and advancement in the career. Companies should offer internal education, clear communication and “tools” for the trainees to create a network through mentorship and social connection with other trainees. It is not enough to give trainees economic incentives as high salary and bonus. But it is important to design the reward system in a motivating way throughout the trainees’ career so it does not become demotivating for other employees or trainees. The found expectation gaps have their ground in the communication where the trainees think they will receive a higher position within the company after the program than what they get. They also have expectations to be offered internal courses. By finding and minimizing the gaps, trainees will be more motivated to retain within the company for a longer period of time. (Less)
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author
Sundberg, Anna LU
supervisor
organization
course
SMMM20 20151
year
type
H2 - Master's Degree (Two Years)
subject
keywords
Intrinsic motivation, extrinsic motivation, personal development, communication, career
language
English
id
5469392
date added to LUP
2016-02-04 13:21:23
date last changed
2016-02-04 13:21:24
@misc{5469392,
  abstract     = {Talented employees are important for companies, and graduate programs are designed to internal educate talented students to make them a strong resource for the company. A problem is that trainees tend to leave the company after the program. This master thesis investigates how trainees become motivated, during and after the program, to retain within the company and where the perceived expectation gaps are. By finding the factors and the gaps, companies can retain the employees for a longer period of time, which saves both time and knowledge and reduce costs. In order to find an answer to the purpose, ten semi-structured in-depth interviews have been conducted with current and former trainees. Some of the former trainees are today managers, which gives this thesis both an employee and a management perspective. The interviews will be analyzed together with; company documents regarding the trainee program and theories and concepts consisting of e.g. intrinsic motivators, extrinsic motivators, management/leadership and the concept of career and its influence on the personal motivation. 
 
This research revealed that the motivating factors for the trainees are; personal development, change in their work life and advancement in the career. Companies should offer internal education, clear communication and “tools” for the trainees to create a network through mentorship and social connection with other trainees. It is not enough to give trainees economic incentives as high salary and bonus. But it is important to design the reward system in a motivating way throughout the trainees’ career so it does not become demotivating for other employees or trainees. The found expectation gaps have their ground in the communication where the trainees think they will receive a higher position within the company after the program than what they get. They also have expectations to be offered internal courses. By finding and minimizing the gaps, trainees will be more motivated to retain within the company for a longer period of time.},
  author       = {Sundberg, Anna},
  keyword      = {Intrinsic motivation,extrinsic motivation,personal development,communication,career},
  language     = {eng},
  note         = {Student Paper},
  title        = {Motivated to retain? A study of motivational factors among trainees in a FMCG company},
  year         = {2015},
}