This thesis discusses how companies work with internal marketing to increase personnel motivation and comfort, and how internal marketing and Employee rewards are valued by companies? management. Issues addressed include: the link between Employee satisfaction and the success of companies: how to work successfully with internal marketing: the value of different kinds of rewards for personnel: the importance of communication and information. By studying literature and theories about these issues and also interviewing personnel managers in two different companies we have learnt that companies use internal marketing with awareness and thought. We also learnt that company leaders value Employee rewards very high, although there is a different in what sort of rewards they value the most..

AbstractA useful tool for companies to use in their differentiation process is proposed to be Employee branding. Employee branding is developed and put forth by the management with the main task to formulate the brands vision and values, and communicate them to the Employees. To promote the Employee engagement and their relationship with the company, corporate storytelling can be applied, with is an internal communication that strengthens the internal rumour and values that represent the brand. Since engagement and motivation is important factors when creating a strong Employee brand, there is a need for further research on how corporate storytelling is used by companies to influence Employee engagement and motivation, as corporate storytelling leads to deeper commitment among Employees.PurposeThe purpose of this paper is to explore how companies use corporate storytelling to influence their Employee branding.MethodologyThe authors conducted a qualitative case study on how the retail organization Boomerang. The empirical material was collected thru semi-structured interviews with Boomerangs management and Employees.ConclusionThe conclusion shows that the Employees prefers when corporate storytelling and various communication is put in context, this because it?s easier for the Employees to understand.

This essay is the result of a case study. The aim of this study has been to gain an understanding of government Employee?s opportunity to be involved in and contribute to the processes tied to organizational development. The case study is based on the perspective of the government Employees and their experience and thoughts regarding their opportunity to be a part of the organizational development. The empirical data that was generated by the case study has been analysed with New Public Management and Sense Of Coherence as a theoretical point of view.

Master's thesis, Master of Business Administration program, School of Business ofEconomics at Linnaeus University, Management, Course code, 4FE10EAuthors: Anton Milemo and Christoffer WideénTutor: Magnus ForslundTitle: Focus on Employee turnover - an ethnographic study on the insurance companyTrygg-Hansa?s outbound department in VäxjöBackground: The costs of losing Employees, recruiting new people, making a selectionof potential Employees and training them are all high. The costs often exceed onehundred percent of the annual salary for the otherwise vacant position. In addition to thedirect costs of Employee turnover troubles, things such as work confusion, loss oforganizational memory along with strategic skills can arise. The Employee turnover rateof Trygg-Hansa?s outbound department in Växjö is too high according to the officemanager.Purpose: Understand the causes of high Employee turnover in a Swedish insurancecompany.Methodology: This thesis consists of an ethnographic study of a Swedish insurancecompany.

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 study is based on a human science perspective in which we are interested in the school as a workplace for adults and work with personnel issues. The aim is to contribute with new knowledge about what conditions an Employee considers important to carry out their work, and Employees' experiences of working in large personnel groups.We have made a case study in a Swedish local primary school for students in lower ages, with between 60-70 Employees. We conducted nine semi- structured interviews with a hand-picked selection of Employees from different occupational groups in the school. The study is empirical data -driven qualitative with abductive approach. To analyze the collected datamaterial, we have used the empirical data -driven thematic analysis.From the results of the study some aspects appear clearly; Employees need to be seen by his/her boss, importance of Employee autonomy and Employee experience of stress.

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..

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 thesis is to investigate the Employees´ duty of loyalty to their employer when making statements on social media networks and if this opposes the Employees´ right to freedom of speech. Another purpose of this thesis is to investigate freedom of speech from an EU juridical point of view. Also a discussion concerning gender issues on this subject takes place is presented in the thesis. The questions to answer the purpose of this thesis are the following: Where is the line drawn for what an Employee can publish on a social media network without breaching their duty of loyalty towards their employer?, and How does an Employee´s freedom of speech relate to these types of statements on a social media network? The method used for this thesis is the classical legal method.The legal inquiry shows that duty of loyalty is a hidden clause in all employment contracts, and it must be respected by the Employee.

Title: Employee experience of psychosocial working environment during change at the workplace.In times of change processes the working environment at the workplace may be affected. Lack of balance between demands and the ability to handle the workload can lead to reduced work satisfaction, which is an important component for an individual?s performance and commitment. The aim is to investigate experiences in the Employee?s psychosocial working environment during change management.

According to the Employment Protection Act, the permanent employment is the main condition of employment in Sweden. Nevertheless, nowadays a large number of employers choose to apply other conditions of employment than the permanent employment in their businesses. The rapid technical development and the demands for shorter perspective investment in companies on the Swedish labour market have started the requirement for a more flexible workforce. On-call employment is one of the conditions of employment that is increasing the most. This condition of employment is adjusted by the parties on the labour market.

Section 25-27, i.e. the rights of priority of the Employment Protection Act, is a form of post-employment protection which exists to support those employed on a part-time basis and former Employees. When a vacancy arises an employer should first and foremost offer part-time Employees employment at a higher level of occupation or offer employment to former Employees. The various types of employment contracts, other than those valid for an indefinite term, have increased during the last decades on the Swedish labour market. Labour hire has become more common and therefore we find it interesting to investigate how the rights of priority apply.The purpose of this thesis is to describe and analyze the law with regards to labour hire when people with rights of priority are available.

Communication of sustainable development has become an increasingly important part of organisation?s corporate branding. Consumers demand more transparency from businesses and want to know more about how they work with these issues. An important part of how internal communication can be used to reach organisational success involves organisation?s Employees.

The Employment Protection Act (1982:80; LAS) is one of the cornerstones of the labour law that regulates the relationship between employer and Employee. The central rule as stated in 4 § LAS is valid for an indefinite term. LAS is a semi-optional law in accordance with 2 § LAS which facilitates deviation from the central rule.Temporary employment is dealt with in 5 and 6 §§ LAS, regulations and collective bargaining agreements. The purpose of the legislative change on July 12007 was to simplify the use of temporary employment and to make the law more predictable and easier to interpret. The previous law was unnecessarily difficult for the employer to know when to put into practice.

The use of social media has increased considerably in recent years and has also caused some problems. It has been notable cases in the media where Employees adversely criticized their employer on social networks, which subsequently led to the dismissal of the Employee. The purpose of this study is to investigate an Employee's right to express themselves about their employers in various forms but the main focus will be on social networks. The study investigates Employees on both private and public sectors.Employees have a duty of loyalty to their employer, which means that they must be loyal to their employer and not deliberately harm them. The reason that employed comment his employer on social networks has its basis in that they also have freedom of speech and it is raised in such a case, a collision between their rights and responsibilities as an Employee.The Employees also hold a critique right entitling them to publicly criticize the employer and its activities.