
Sökresultat:
695 Uppsatser om Employee value proposition - Sida 11 av 47
Att identifiera sig med en organisation : En studie om Posten Örebros organisationskultur
The purpose with this study is to identify an organizational culture at Posten Örebro based on Edgar H. Schein´s theory about the three levels of culture. These three levels consist of artifacts, espoused beliefs and values and basic underlying assumptions. Artifacts represent the visible and tangible of an organization and this level is the easiest level to identify. Espoused beliefs and values include common thoughts and ideals within the organization and are an aware, but not necessarily material, cultural level.
Motivation för kreativitet : - En studie om hur ledare kan påverka produktiviteten i svenska medieproducerande företag
Since the mid 1900s the organizational perspective in media producing companies has changed. The focus has shifted from just being a laborer to the person behind the effort. The most important for an efficient and smooth organization is the motivation of the employees and the social working environment. Former research argues that managers must be coaches and that crucial factors for the survival of organizations are creativity, innovation and adaptability. With this study we investigate what motivates employees to use their creative skills.
Sveriges implementering av EU:s visstidsdirektiv 99/70/EG
This paper aims to study, from a legal dogmatic method, the Swedish legislation on fixed-term work related to the EU directive 99/70/EC1. In particular, the directives demand to prevent abuse of frequent temporary employment.An employer may, in agreement with the Swedish legislation combine different types of temporary employment, to prolong the time in the temporary employment. In this proceeding an employer can avoid employing an employee in a permanent position. For example, an employee can be employed in a probationary period of six months, in a general temporary employment for a maximum of 24 months, and thereafter in a temporary position for a maximum of 24 months before the employment turns into a permanent position. This provided that the employments were made by the same employer, and within five years.
Energideklaration av flerbostadshus
In the year 2002 the European Union decided on a new directive according to the energy use in buildings. The outcome of this direction is a proposition from the Swedish government on the outlines of a new law in the field of energy use in buildings. The date that the law will be applied is the first of October 2006. In the future al real estate owners must be able to show an energystatement over the real estate. This project contains cooperation with HFAB a local real estate company where two buildings are analyzed according to their energystatement.
Den osynliga diskrimineringen i rekryteringsprocessen : -Dyslektikers och arbetsgivares rättigheter respektive skyldigheter.
People living with disabilities in our society today are more likely to be without a job compared to the rest of the population. The fact that a high number of people are not given the opportunity to work, and thereby being self-sufficient, is a failure for both the individual and the society. My purpose with the study is to increase knowledge and understanding regarding disabilities in the working life, with focus on the disability dyslexia. In the study, I am investigating the employer?s obligations and rights when employing a person with disabilities.
Rebranding in the service sector
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.
Light Explosion : rekonstruktion av en akrylarmatur
This report presents thesis of Liisa Kokkonen in collaboration with Muovikilpi Oy.The project?s goal is to find a new construction for an existing lamp made of acrylic. Form and design retains and the manufacturing occurs at Muovikilpi Oy. The project contains the new construction and manufacturing of the lamp and also a proposition for a set with floor and wall lamp. The paper gives an outline of acrylic as material and how it reacts with light.
Klädkoder : En studie om regleringen av klädkoder på arbetsplatsen
In today?s society, employees are the businesses face toward the public. By establishing dress codes, companies can control the customers? impression. The purpose of this thesis is to investigate and analyze the existing regulations regarding dress codes in companies.
K?nsrelaterade f?rv?ntningar och l?nes?ttning inom finansbranschen - en kvalitativ intervjustudie om hur f?rv?ntningar p?verkar l?nes?ttningsprocessen f?r kvinnor respektive m?n
Despite ongoing efforts toward equality, persistent wage gaps between men and women in Sweden still remain, particularly within male dominated industries, such as finance. Gender equality is a prominent topic in public discourse, yet progress towards achieving equal pay between men and women continues to be slow. This study aims to contribute to the research area and offers a unique perspective by examining gender related expectations from both men and women, managers and employees. The purpose of this study is to investigate whether, and if so how, gender related expectations influence salary setting processes in the financial industry. Through a qualitative study based on semistructured interviews, the study explores how both employee?s and manager?s gender related expectations affect attitudes, salary negotiations and potential outcomes of salary setting.
Lagstifandet mot räntesnurror - försämrade förutsättningar för internationella koncerner?
Syfte Hur kommer företag i Sverige, som använder sig av skatteupplägget med räntesnurror, att påverkas för det fall att lagförslaget Sänkt bolagsskatt och vissa andra skatteåtgärder för företag, proposition 2008/09:65 träder i kraft, i termer av företagets finansiering och företagets värdeförändring? Metod Studien utgår från en deduktiv ansats där en kvalitativ metod använts för att finna svaret på vår frågeställning. Undersökningsdesignen som nyttjats är en fallstudie där vi dels tagit del av lagförslag, remissvar samt rättsfall men även intervjuat företag, institutioner, samt myndigheter via telefon. Teoretiskt perspektiv Studien är baserad på teorier såsom pecking-order- hypotesen, trade-offeorin samt agent-principalteorin. Empiri Uppsatsen har utgått från lagförslaget Sänkt bolagsskatt och vissa andra skatteåtgärder för företag, proposition 2008/09:65, samt aktuella rättsfall.
Icke-värvningsklausuler : Finns behov av eget stadgande i lag?
The collective agreement contains many important provisions concerning the relationship between employers and employees. When a collective agreement applies in the workplace, both employers and employees are bound by it. However, only employers of those two, can take part in the collective agreement, and therefore negotiate the content of it.The purpose of this study is to answer the following question: Why are rules that has been interpreted in collective agreements not expressed in writing? Therefore, the Swedish collective agreement system will be examined, and a distinction between types of silent regulations will be made to find causes. The potential for workers to act on a collective agreement with quiet regulations will also be examined.Collective agreements are signed on three levels: central, union and local levels.
Tystnadskulturer i svenskt projektarbete - förekomst och effekter
SammandragInternationell forskning har visat på en stor geografisk och kulturell spridning av tystnadskulturer och ett genomslag inom hart när alla samhällssektorer. En tystnadskultur innebär att en enskild har kännedom om information som behöver uppmärksammas och ageras på, men denne avstår från att föra kunskapen vidare till de som kan agera på den av rädsla för att ett sådant handlande kan få negativa återverkningar på den enskilde själv. Detta kan medföra att nödvändiga åtgärder inte sätts in i tid vilket i sin tur kan leda till förluster av allt ifrån ekonomiska värden till människoliv. För den enskilde blir följden stress då denne pressas mellan att göra vad som uppfattas som rätt och rädslan för de konsekvenser som antas bli följden.Inom svensk forskning är tystnadskulturer ett närmast oskrivet blad. Två avhandlingar har gjorts men ingen av dessa berör tystnadskulturer i samband med projektarbete.
Kränkande särbehandling i arbetslivet : Arbetsgivares ansvar och utköp av arbetstagare som utsatts för kränkande särbehandling
The main subject for this essay is victimization at work. The first question concerns victimization and the responsibility of the employer when bullying and harassments occur. The second question regards agreements between the employer and the employee, where the latter is paid to quit the employment because he or she is subjected to victimization, but also if any specific group of employees is especially affected. The purpose of the essay is to create understanding and clarification within current law, but also awareness of the possibilities where employers can create agreements with employees in order to make them finish their employments. In order to manage finding information some labour market parties were asked questions about their experiences of victimization at work and agreements among their members or employees.
Tysta regleringar i kollektivavtal
The collective agreement contains many important provisions concerning the relationship between employers and employees. When a collective agreement applies in the workplace, both employers and employees are bound by it. However, only employers of those two, can take part in the collective agreement, and therefore negotiate the content of it.The purpose of this study is to answer the following question: Why are rules that has been interpreted in collective agreements not expressed in writing? Therefore, the Swedish collective agreement system will be examined, and a distinction between types of silent regulations will be made to find causes. The potential for workers to act on a collective agreement with quiet regulations will also be examined.Collective agreements are signed on three levels: central, union and local levels.
Utveckling av karriär inom en organisation : - Att få medarbetare att stanna
Background and problem: The background to this study is the organizations increased difficulty to retain employees in the organization when more and more employees today choose to do their career in several organizations. The problem to keep the employees in the organization leads to several problems where the loss of experience reduces efficiency and increased risks and cost associated with recruitment are some problems that arise. The problem therefore faced for this study is: How can opportunities for career development within an organization created to get employees to stay over time?Purpose and method: The purpose for this study is to describe how organizations can create opportunities for the development of career that gets employees to stay within the same organization and make their career in this organization. The method used for this study is a qualitative approach where data is collected through semi-structured interviews in a case study.Empiricism: The empirical result have shown there are four factors that an organization should overhaul to create an opportunity for the development of a career that gets employees to stay in an organization over time.