Ma?let med studien a?r att underso?ka vilka konsekvenser tillva?xt har pa? sma?- och mellanstora fo?- retags ICT-system samt hur de bo?r ga? till va?ga fo?r att hantera de problem som uppsta?r. Genom en fallstudie har det framkommit att snabbt va?xande organisationer prioriterar vinstgi- vande processer. Allt fo?r ofta bortprioriteras ICT-systemen och till fo?ljd av detta blir ett ineffek- tivt arbetssa?tt en stor kostnad.Denna fa?ltstudie bevisar va?r tes om prioritetshandlingar och ineffektivitet samt leder till en stra- tegisk plan fo?r hur en organisation ska sammanla?nka sitt aktivitetssystem med deras ICT-system med hja?lp av gemensam inriktning fo?r ICT- samt affa?rsstrategier..

It's not a secret that most companies strive to get such a high economic return as possible. To successfully engage in a profitable enterprise, there are many elements that come into play. An important element is the motivation of the employees and their work performance. Work motivation is a key factor for the employees to improve their performance and therefore determinant for the successes of the company.This work is a case study in the production at Fresenius Kabi, Uppsala. The work is based on an employee survey that they fill out once a year and the aim is to develop a deeper understanding for these questions and how the employees see on leadership, communication and goal-setting as motivators and how these factors works in the company today.To get this deeper understanding I have used a qualitative approach.

During the early Middle Ages beech forests (Fagus sylvatica L.) spread out over large parts of southern Sweden. They had a crucial role in human survival for hundreds of years. For various reasons, the beech forest area has decreased since the 1600s. Spruce planted on former beech forest land was the primary reason for the decline during the second half of the 1900s, which made many worried about the future of the beech forests and led to a beech forest act in 1974. This study describes the background to the beech forest act based on parliamentary official documents.

This thesis addresses the subject of internal communication between the leadership and the employees. Communication is a common process and according to Tufvesson (2008), the primary focus has been on the role and responsibility of the leadership. This can mean that, from the employee's point of view, it is not clear what the organization expects, and this lack of clarity dimishes the ability of the employees to live up to those expectations (ibid). Tufvesson (2008) believes that today's organizations need common interpretations, which requires a well thought out communication strategy between leadership and employees. Because communication represents an organization's functionality, the report?s authors were interested in studying the employees? representatives.

This qualitative study is aimed to explore the leaders? experiences of difficult conversations in their work. We have examined if they take on a different role during the difficult conversations and how communication can affect their leadership during the conversation. We have also examined the importance of the leaders? ability to distance themselves from the sensitive subject and situation, to maintain their role as leaders.

Ökande konkurrens mellan företag har gjort att det blir allt viktigare att profilera organisationen som en attraktiv arbetsgivare för att på så sätt kunna attrahera kompetent personal så att företaget kan bibehålla positionen på marknaden.Studiens syfte har varit att få kunskap om hur processerna kring arbetsgivarvarumärket bedrivs, vilka fördelar som anställda uppfattar att en anställning i företaget innebär samt vad företaget behöver arbeta med för att attrahera framtida personal. 43 webbaserade enkäter med personalen, 12 enkäter med högskoleklass tillhörande målgruppen, 2 kvalitativa intervjuer med HR-personal samt 44 miniintervjuer med potentiell framtida personal har genomförts för att besvara följande frågor: hur arbetar organisationen med employer branding? hur upplever de anställda organisationens EVP? och vad efterfrågar potentiella medarbetare hos en framtida arbetsgivare?Resultaten visar brister i det strategiska arbetet kring employer branding processerna. En lyckad intern strategi har medfört stark organisationskultur och organisationsidentitet som skapat lojalitet gentemot arbetsgivarvarumärket hos de anställda. Den externa strategin särskiljer dock inte arbetsgivarvarumärket från varumärket, och ett starkt EVP saknas då identitet, profil och image inte överensstämmer.Nyckelord: Arbetsgivarvarumärket, Employer branding, Employee value proposition, attrahera personal, privat organisation.

AbstractThe work will give the picture of what four- and five-year-olds know about the water cycle in nature and in the society. Is there any difference depending on whether a boy or a girl is answering? The work will as well try to describe a picture of how a pre-school could plan their work on a sustainable society, science, and increased gender equality. To answer these questions the information has been received from interviews with children and by studying pre-school?s local plan.    Earlier research on the area of water shows that it is important before working with a new topic to find out what knowledge the children already have, so that the process could be as worthwhile as possible.

I conducted this examinasions work because I want to find out how loan to farmes are working and more specific towards younger farmers. What you have to think about before you go to the bank and what the banks are thinking about lending money to farmers. This work is based on an investment plan propasal for 20 000 laying hens on a farm in the Kalmar area. The investment plan propasals have two diffrent alternetives, one farm on 25 hectares and one on 50 hectares. I have chosen this becouse I wanted to study how the diffrent sizes of farms are changing the banks thoughts about lending money. These investment plan propasals have included four banks with questionnaire and deep interview.

The purpose of this thesis is to gain a deeper understanding about why Swedish banks choose to work and report CSR and also analyze differences and similarities between two banks.Research question: Why do Swedish companies within the financial sector choose to report and work with Corporate Social Responsibility?The major incentives to work and report CSR are because it benefits bank´s businesses, which is driven by stakeholders. Stakeholder pressure is also an important incentive, especially pressure from customers and employees. The incentives that differed between the two banks were morality of the business leader, society and the priority of stakeholders. The incentives that we could not support were guidelines and competitors-.

Change is a natural state for both people and institutions, but as the surrounding world moves faster it becomes important to quickly be able to adjust to new conditions. Customers? force of negotiation increases as the global competition grows. One factor that becomes more vital to customers is the amount of quality standard a company can offer them. Several factors are essential if a work of change will be considered a successful investment, where the change can be perceived in both a positive and negative way for an employee.

Due to poorly functioning local and regional markets, the smallholders in San Francisco, Petén, were dependent on intermediaries that took advantage of the smallholder?s distance to markets. In an attempt to secure income and strengthen their bargaining position, 189 smallholders joined forces through the creation of a social smallholder network, held together by a community based enterprise. This enterprise was initiated in 2011 with the help of government incentive programmes and NGOs that within a few years will leave the enterprise to auto regime. This study treats the sustainability of a community forest based enterprise, Chachaklum, in northern Guatemala. The study identifies factors that enable smallholders to organize themselves in order to obtain business practices that support an improved standard of living.

Studien omfattar konsekvenserna av detaljplaneläggning med enskilt huvudmannaskap för allmänna platser. Regeringen anser att det behöver göras en översyn över bestämmelserna för genomförande av detaljplaner. Enligt Boverket används enskilt huvudmannaskap mycket oftare än vad som bör ske enligt lag. Detta leder till att det som borde vara allmänna kostnader läggs över på fastighetsägarna. Denna problematik har väckt vårt intresse för ämnet.En litteraturstudie har gjorts av Anläggningslagen och Plan- och bygglagen med fokus på enskilt huvudmannaskap.

The study presented here is about how to make the special needs user who has a profound intellectual disability and additional disabilities more involved in their implementation plan. Based on a life story interview the study aims at analyzing perceptions of procedures to enhance special needs users? influence. The method used in this study was a qualitative research approach as an overall approach in order to use a narrative method where life history is the method. The focus has been to study a part of an individual life history - a specific domain in the life of the interviewee?s working career.

The construction industry is one of theindustrieswithmostinjuredinSweden. There is reason to believe that there are deficienciesinhow the work environment iscommunicatedbetweendifferent parties. Interest in theworkenvironment has increasedin recent years,whichmakes problems and shortcomingsin this subject highlighted to a greater extent. There are severalways to workwithwork related health on the building sites. The Work Environment Plan isa tool that earlyin the planning of the project call attention to the risks and as far as possible prevents them. The purpose of this report is to improve how the workenvironmentreaches the production and how it is applied in everyday work.

Security Council resolution 1325 (2000) is about women, peace and security. Since the resolution was adopted several countries has made their own National Action Plan for implementation of the resolution.Sweden and Denmark are two of these countries. Resolution 1325 is one of the documents that each countries armed force has to relate to in international work.These countries can get to work together in international operations within the framework of the Nordic Defense Cooperation, NORDEFCO. This study is done by looking at similarities and differences in the action plans and whether they can be an obstacle for the countries to cooperate in an international operation.In this paper a comparative analysis of Sweden and Denmark's plans for the Security Council resolution 1325 will be done. The comparison is made based on the clauses of the resolution relating to the member states actions.In this paper, a qualitative text analysis to be carried out with sections of Resolution 1325 as a model for the comparison..