Att förebygga agentproblem - En fallstudie i rekryteringsprocessers effekt på agentproblem
(2015) FEKH19 20151Department of Business Administration
- Abstract
- Purpose: The purpose of this study is to investigate how recruitment processes can help
prevent the emergence of agency problems.
Method: Following a qualitative research design, a single case study was conducted using
interviews, observations and documentation. Eight interviews and two observations were
conducted. Data was analysed through a combination of pattern-matching and grounded
theory.
Theoretical perspectives: Agency theory describes with the problems that can arise from a
principal-agent-relationship and how these problems can be dealt with through contracts
(Eisenhardt, 1989a). Current agency theory is only focused on these potential issues after
employment has occurred. This study aims to contribute to current... (More) - Purpose: The purpose of this study is to investigate how recruitment processes can help
prevent the emergence of agency problems.
Method: Following a qualitative research design, a single case study was conducted using
interviews, observations and documentation. Eight interviews and two observations were
conducted. Data was analysed through a combination of pattern-matching and grounded
theory.
Theoretical perspectives: Agency theory describes with the problems that can arise from a
principal-agent-relationship and how these problems can be dealt with through contracts
(Eisenhardt, 1989a). Current agency theory is only focused on these potential issues after
employment has occurred. This study aims to contribute to current theory by also treating
recruitment as an element to consider in order to avoid agency problems.
Empirical foundation: Agency problems may occur in most organisations, and Åhléns has
been chosen as a case since it is a well-established firm that recently switched from a policybased
management perspective to a value-based management perspective. Through semistructured
interviews and observations of managers and employees in the firm the case has
been generated and analysed.
Conclusions: Firms that have a thorough value-based recruitment process can expect to attract
competent employees with minimised opportunistic behaviour. By ensuring that values are
aligned between employees and the firm before employment occurs, the problems which
current agency theory suggests can be prevented. (Less) - Abstract (Swedish)
- Syfte: Studiens syfte är att undersöka hur rekryteringsprocesser kan agera som en
förebyggande process mot agentproblem.
Metod: Via en kvalitativ forskningsmetod genomfördes en enkel fallstudie med hjälp av
intervjuer, observationer och dokumentation. Åtta intervjuer och två observationer
genomfördes. Data analyserades med en kombination av pattern-matching och grundad teori.
Teoretiska perspektiv: Agentteori tar upp de problem som kan uppstå i en agent/principalrelation
och hur man kan motverka dessa problem genom uppförandet av kontrakt
(Eisenhardt, 1989a). Nuvarande teori fokuserar dock endast på dessa eventuella problem efter
att förhållandet mellan agent och principal har uppstått. Denna studie ämnar bidra till
nuvarande... (More) - Syfte: Studiens syfte är att undersöka hur rekryteringsprocesser kan agera som en
förebyggande process mot agentproblem.
Metod: Via en kvalitativ forskningsmetod genomfördes en enkel fallstudie med hjälp av
intervjuer, observationer och dokumentation. Åtta intervjuer och två observationer
genomfördes. Data analyserades med en kombination av pattern-matching och grundad teori.
Teoretiska perspektiv: Agentteori tar upp de problem som kan uppstå i en agent/principalrelation
och hur man kan motverka dessa problem genom uppförandet av kontrakt
(Eisenhardt, 1989a). Nuvarande teori fokuserar dock endast på dessa eventuella problem efter
att förhållandet mellan agent och principal har uppstått. Denna studie ämnar bidra till
nuvarande teori genom att även behandla rekryteringen som en faktor för att undvika
agentproblem.
Empiri: Agentproblem kan förekomma i de flesta organisationer och Åhléns har valts som
fallföretag då det är ett väletablerat företag som nyligen bytt från ett policystyrt arbetssätt till
ett värderingsstyrt arbetssätt. Genom semistrukturerade intervjuer och observationer med
chefer och anställda i företaget har fallet framställts och analyserats.
Analytisk slutsats: Företag som har en gedigen värderingsstyrd rekryteringsprocess kan
förvänta sig att locka till sig kompetent personal med minimerat opportunistiskt beteende.
Genom att säkerställa att värderingar är samstämmiga mellan företaget och dess anställda
innan anställning sker kan man förebygga de problem nuvarande agentteori förutspår. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/7439604
- author
- Ardby, Madeleine LU ; Foreby, Frida LU ; Sölve, Jonatan LU and Åberg, Rickard LU
- supervisor
- organization
- course
- FEKH19 20151
- year
- 2015
- type
- M2 - Bachelor Degree
- subject
- keywords
- Agentteori, rekrytering, värderingar, kontrollsystem, moral hazard
- language
- Swedish
- id
- 7439604
- date added to LUP
- 2015-07-02 11:32:51
- date last changed
- 2015-07-02 11:32:51
@misc{7439604,
abstract = {{Purpose: The purpose of this study is to investigate how recruitment processes can help
prevent the emergence of agency problems.
Method: Following a qualitative research design, a single case study was conducted using
interviews, observations and documentation. Eight interviews and two observations were
conducted. Data was analysed through a combination of pattern-matching and grounded
theory.
Theoretical perspectives: Agency theory describes with the problems that can arise from a
principal-agent-relationship and how these problems can be dealt with through contracts
(Eisenhardt, 1989a). Current agency theory is only focused on these potential issues after
employment has occurred. This study aims to contribute to current theory by also treating
recruitment as an element to consider in order to avoid agency problems.
Empirical foundation: Agency problems may occur in most organisations, and Åhléns has
been chosen as a case since it is a well-established firm that recently switched from a policybased
management perspective to a value-based management perspective. Through semistructured
interviews and observations of managers and employees in the firm the case has
been generated and analysed.
Conclusions: Firms that have a thorough value-based recruitment process can expect to attract
competent employees with minimised opportunistic behaviour. By ensuring that values are
aligned between employees and the firm before employment occurs, the problems which
current agency theory suggests can be prevented.}},
author = {{Ardby, Madeleine and Foreby, Frida and Sölve, Jonatan and Åberg, Rickard}},
language = {{swe}},
note = {{Student Paper}},
title = {{Att förebygga agentproblem - En fallstudie i rekryteringsprocessers effekt på agentproblem}},
year = {{2015}},
}