En kvantitativ studie om hur strikt och löst ledarskap påverkar arbetarnas motivation inom medicinteknisk- tillverkningsindustri
This study aims to identify how strict and loose leadership affect the motivation of the workers in a manufacturing industry. Potential findings in this study will contribute to an improved working environment through increased motivation among the employees. We also wish to give a deeper understanding of effective leadership styles in the industry for other organizations to implement. Leadership is a well-studied subject with a wide range of previous literature and research. Based on personal experiences from working in the medical technology industry we have gained the understanding that there is a great variety in the characteristics and behaviours of managers. Our insight in the business increases our interest and also our opportunity to contribute with valuable analyzes on the subject. The research problem is therefore to investigate to what extent strict and loose leadership affects the employees and if one is more effective than the other in promoting motivation among employees. The study is based on quantitative data answered by both managers and workers in the selected organization. The gathered data was then analyzed in the statistics program IBM SPSS Statistics 28 and presented as a conclusion in accordance with the research question and the purpose of the study. The most valuable variables analyzed were related to motivation, management, control, monitoring, and incentives. The results produced in IBM SPSS Statistics 28 gave us an extensive basis for analysis since it showed several statistical correlations between strict and loose leadership, and perceived motivation among workers. Based on univariate analysis, the results contribute to the realization that leadership as an entity is a major influencing factor to employee motivation. Using bivariate analysis, the results also show that freedom and the opportunity to control personal job structure, and perceived motivation among workers, indicate some positive correlation. Hence, the conclusion is that loose leadership, where the workers get the freedom to organize their own working structure and are provided with space for personal development and responsibility, is to be preferred to strict leadership, close monitoring, and strict rules if the goal is to increase perceived motivation among workers.