In this paper, the legal situation regarding freedom of expression versus the duty of loyalty is investigated, this in a context where an employee makes critical statements about his employer through social media.The duty of loyalty is a part of all employment relationships and it follows implicit from the contract regardless of whether it is specified in it or not. This duty means that an employee is required to put the employer's interests before his own and avoid all situations that end up in collision of the duties. The employee may no t either act in such a way that is intended to harm the employer. This means that the employee must be even off duty careful not to appear disloyal to the employer. This may lead to that a status update on Facebook, even when made on the employee's free time, can be regarded as disloyal conduct, with the dismissal or disciplinary action as a result.Case law states that the point of departure regarding criticizing the employer must be that the employee has an extensive such a possibility to that, without that being considered as disloyal conduct.

Sociala plattformar har blivit allt viktigare för organisationer inom både extern som intern kommunikation. Allt fler organisationer inför sociala intranät som tillhandahåller anställda med verktyg för att dela kunskap och information, men även nya möjligheter att göra sin röst hörd (employee voice).Denna uppsats undersöker huruvida anställda vid Uppsala universitet använder lärosätets egenutvecklade sociala intranät (Medarbetarportalen) för att uttrycka employee voice inom fyra kategorier: individuellt missnöje, kollektiv organisation, beslutsfattande inom ledningen och ömsesidighet i intressen.Studien genomfördes i två delar, först en intervju med den enhet på universitet som ansvarar för införandet av deras sociala intranät och sedan en enkätundersökning riktad mot anställda vid universitetet. Vår studie visar att inom Uppsala universitet finns det väldigt lite empiriskt stöd för att anställda använder universitetets egenutvecklade sociala intranät för att uttrycka employee voice..

Thesis purpose: This thesis will through a case study of a recently rebranded bank ?Jyske Bank?, seek to research deeper within the field of service sector rebranding. The internal communication used in connection to the rebranding, will be analyzed in order to investigate what initiatives Jyske Bank?s organizational leaders launched to implement the rebranding and furthermore whether the initiatives have worked. The research questions are: - What are the critical initiatives behind the re-branding process, and have these initiatives been successful?- Furthermore, to determine the success: To what extend does the intended image, created by the organizational leaders of Jyske bank, in relation to the rebranding, correlate with the identity held by the organizational members? Methodology: This thesis employs a mix of quantitative questionnaires and qualitative semi structured interviews.Theoretical perspectives: Corporate rebranding framework (Daly & Moloney, 2004) and a conceptualization of the employee branding process (Miles & Mangold, 2005)Empirical data: The empirical data was collected from in depth interviews with management and questionnaires from employees.

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.

Background: Since the coining of the phrase lean production by Womack, Jones and Roos in 1990, this mass production system of Japanese origin has been implemented in a multitude of organizations throughout the world, the results being predominantly positive from a financial point of view. The possibly negative effects of mass production on worker motivation have been discussed since quality of work life became an important political issue in Sweden in the 1970?s. As the popularity of lean service is now increasing, there are still unresolved issues regarding the transferability of a mass production system to the service industry, particularly with regards to the motivation of service employees.Purpose: The purpose of our thesis is to study the lean system of a Swedish bank, SEB Way, from a management- as well as an employee perspective in order to describe how lean may affect the work motivation of service employees.Research procedure: The study is empirically based on observations and interviews on multiple hierarchical levels at SEB. We have conducted a total of 13 interviews with front line employees at SEB, with the central SEB Way team as well as two external lean specialists.Results: The study indicates that SEB Way has little direct influence on the intrinsic work motivation of the SEB front line employees, as work motivation was present prior to the implementation of lean.

Abstract The main subject of this essay is conflicts at work and the effect it has on the employee´s health.  I can through various reports read that bad health at workplaces is too high and that conflicts are a reason. What can be done to the work environment so it will be better from a psychosocial perspective? Sweden has a regulation that makes the employer responsible to work for an improvement in the work environment; can these regulations be used in purpose to reduce conflicts?My first question concerns the possibility to establish preventive procedures in the workplace systematic work regarding to improve the work environment. My second question is about the obligations of the employer to attempt to reduce conflicts at the workplace and the third question regards the documenting and monitoring of conflicts and the preventing work to reduce them. The purpose of this essay is to clarify how conflict preventive work can be included in the Systematic work environment management.

Service quality occurs in service encounters where both customers and employees come together in an interaction. It is therefore important that the staff give their best because the interaction usually takes place in real time, which is referred to as the moment of truth.The aim of this study was to find out how luxury hotels are working to ensure good service quality, and how the staff are motivated to deliver this service. We wanted to examine this from a management perspective, and an employee perspective. Information was gathered through various interviews, where the staff at the Hotel Kämp in Helsinki and at the Sheraton Hotel Stockholm participated.Survey results show that employee motivation, training and empowerment have a significant impact to provide service in high quality. The results also show that the surveyed hotel, to certain level work in the same way, but it reveals some differences even when both hotels are part of the same concern..

Today environmental management systems (EMS) are common documents (more correctly, a combination of documents) that direct, steer and regulate environmental efforts within many companies. The intention of EMS is that its guidelines are reflected in how the employee carries out his everyday work tasks. This study aims to illuminate the attitudes that exist regarding the EMS at ALSTOM Power Sweden. By using questionnaires and interviews as a method to communicate with employees,a study of the existing attitudes regarding the EMS was carried out. The results were analyzed categorically and statistically and show that there are consistent attitudes among employees, but that there are also inconsistent attitudes.

Abuse of alcohol is one of the biggest problems that society faces today. There are between three and four hundred thousand abusers in Sweden. In addition there are about three hundred thousand over consumers. The government bill proposed in 1977 gave the labour market most of the responsibility to solve the problem. They thought a meaningful job and a spirit of community were the most important factors to decrease abuse of alcohol and social rejection.

The following study is dedicated to investigate what kind of problems an organisation might stumble upon in the process of implementing a policy related to information security. Alongside investigating the eventual problems occurring in the implementation process of an organisation, the study also sets out to analyse how an organisation can motivate staff in order to follow the guidelines of a policy. The collection of empirical data was done using interviews. In order to seek answers to our research questions a theoretical background is presented that illustrate the need for information security after which motivational theories are applied to our collected data.To summarise the results of the study we find a gap of knowledge between the employees of the organisation. The organisational level of an employee together with the degree of participation in working with a policy seems connected to both the employee?s knowledge of a policy as well as how well the employee are motivated to learn about and follow the guidelines provided from a policy..

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.

Mobility Management is about affecting and changing the demand of mobility. It?s not about what traditional planning?s been focused on; to supply for the demand. The demand of mobility is created by us humans since the traffic exists of us. That means that Mobility Management is about changing our needs.

Employee turnover can cost an organization a significant amount of money. In addition, retention of employees can beneficial towards to an organization as it e.g. allows to save costs related torecruitment and training of new employees. The fast food industry is recognized as an industry which employs low-skilled employees and is especially in the United States known to be prone to high employee turnover. With regards to Europe, only little information is available in the field of low-skilled employee retention in the fast food industry.

The purpose of this essay is to develop knowledge about how learning among employees is perceived to occur practically in a pre-school unit seen as a learning organization. From an employee perspective the intention was to gain an understanding of how they perceive the organization regarding employee learning in the workplace when it comes to in which contexts and what conditions that enable collaborative learning. Because learning organization is mostly a vision from a management perspective thereby it should in this case mostly be viewed as the context in which the employees work in.The essay is based on a qualitative research approach with eight semi-structured interviews. It was based on hermeneutics as method of analysis with the intention to gain an understanding of the employees' subjective perception. It is a case study on a selected pre-school unit in Stockholm.

White- and blue collar workers traditionally belong to different unions and, therefore, are covered by different collective agreements. Collective agreements for different employee categories create internal divisions, which mean that white collar workers are not obliged to do work that falls under a blue collar agreement and reversed. Historically the difference between white- and blue collar work has been fairly sharp and so has the difference between collective agreements. Due to the continuous development of technology white- and blue collar work within production has become less clear. This has resulted in an increasing amount of disagreements regarding what collective agreement should apply and whether the employee is obliged to perform different work tasks.