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.

Today?s construction buildings contain more advanced technologies than before. The development of newer and stricter regulations to the construction industry makes the door environment more and more complex.In large construction projects the door environment is held up as a major challenge to get to in a good way. It turned out after a discussion with one project manager and a site manager at NCC, that the door environment is difficult to get right in major construction projects and it often causes many error reports in to the aftermarket after that the final inspection is completed.Interviews have been done with key figures in the building process at NCC and Akademiska hus. A study on a university building for around 3500 students and with 300 workplaces was made.

The purpose of this essay is to describe and analyse the dilemmas within assessments to establish the parenting ability of mentally handicapped parents, and furthermore to see how these assessments are carried out.To achieve this purpose we have interviewed eight professionals from three different professions who comes into contact with mentally handicapped parents throughout these assessments. These professions we have interviewed people from, are employees from social services, employees from assessment homes and lawyers.We have summarized the results of our interviews into three main themes. The first is focusing on which method/model employees from social services and assessment homes use to help establish the parenting ability of mentally handicapped parents. The second theme describes different dilemmas that can arise in these assessments and the last theme describes the knowledge that people we interviewed have regarding mentally handicapped parents.Professions which carry out assessments of mentally handicapped parents often come across a variety of different dilemmas, one of the clearest is how to enable these parents to understand the necessity behind the assessment and to give them an understanding of what kind of help and support they need in order to give their children a "good enough" childhood..

In recent decades, project based work form has taken a dominant role of work for many companies. Developments in the field have progressed rapidly and research has contributed to more efficient working practices. This study describes the elements that a project manager should keep in mind when he leads a project without actually being physically present, complex factors occurred and the basic approach to encounter them. The aim of this report is to examine factors that arise in the context of coordination at a distance and how companies, in their daily work, surpass these obstacles. The study does not include cultural differences, time zone differences and language differences, all very common in project management at distance.

One trend that can be seen in the EU countries is that employees want to exit from the workforce before they turn 60 years. A Dutch study of some EU countries has noticed that an early retirement from labor in many countries is considered as a social right. This has created an ?early exit-culture?. Large early outflows of the labor have created an institutionalization, the right to cease work early.

The purpose of this study is to describe how the employee appraisal is perceived by managers, employees and representatives from human resources departments. The empirical material con-sists of 15 interviews: respondents were two representatives of the human resources departments, four unit managers and nine employees who work at a state institution or municipal management. In the study, I adopt a sociocultural perspective, with the communicative relational perspective. The latter is a special education perspective in which the interpenetration of participation, com-munication and learning emphasized.The result shows that the majority of employees would like to see that the talks will be held more frequently than once a year. One of the managers has in cooperation with his co-workers devel-oped a model based on that each year, in addition to salary talks, have an individual conversation, a conversation with each group and individual follow-up talks.

Almost all people in Sweden have to visit a grocery store at some point, which are facing plenty of different kind of hygiene risks. They will face both employees and other customer - all of them are possible to give the innocent customer some kind of infection. Does the shopkeeper know this Maybe, maybe not. Nevertheless, there's a lot of work to do for a shopkeeper who wants to understand his customers. The shopkeeper needs to understand how to decrease the customers' risk perception, as well as how risk and media fits together.

The purpose of this master thesis is to use marketing theory on the library?s activities. The marketing theory used is the 4Ps; product, price, promotion and place, as it's presented by Philip Kotler. Because the library can be seen as a service oriented organization Christian Gronroos theory of marketing in the service industry also has been used. A case study of the public library in Broby was made to illustrate how the public libraries? activities can appear in the light of marketing theory.

The following study explores the relation between psychosocial work environment and individual health. The purpose is to examine how female employees in the occupational health sector experience their own psychosocial work environment, focusing on different influencing factors in both the workplace and their private life regarding the employees own health. The study applies a hermeneutic approach in which qualitative interviews constitute the empirical data. Previous research on this particular subject has focused on the following themes: the combination of work-family life, demand/control model and flexibility in the workplace in relation to health and stress. The theoretical framework used in this study integrates relevant concepts, specifically SOC, poor leadership and flexibility.

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.

Ever since Lipsky wrote about street-level bureaucrats in 1980 the main belief has been that certain characteristics of their jobs make it exceptionally difficult to severely reduce their discretion. However, discretion comes at a price and if public servants abuse their power the legitimacy of government is at risk and ultimately even the democracy.This thesis address this question by analysing the Swedish employment service which in the beginning of 2001 started a project called ?Af Sverige? trying to improve internal rule of law. By comparing two local and fairly equal jobcentres and how the street-level bureaucrats within use their discretion, I seek to find support for my hypotheses that organizing local jobcentres according to the principles of machine bureaucracy plays a significant part in reducing discretion.My findings show that a jobcentre characterised by strict rules, few units, good communications and a forthright manager who delegates formal power to the employees results in a stricter and more uniform application of regulations among the street-level bureaucrats. My conclusion is therefore unambiguous.

Few generations have gotten as much media attention as Generation Y. Growing up in the digital age Generation Y has become very different from previous generations. An interesting topic is if this is reflected in the way Generation Y act as leaders. The purpose of this study is to describe what kind of leadership Generation Y prefers, to explore how individuals belonging to Generation Y act as leaders and finally to investigate if there is a discrepancy between these two perspectives and if so try to understand it. By reviewing existing research and conducting depth interviews with employees and managers at a Swedish bank we recognize preferences in a number of categories, which Generation Y require from leaders.

The underlying question addressed in this paper is whether or not it is possible to influence the way a company?s employees behave using monetary incentives. How efficient is money as a means to enhance work motivation? Today, the assumption that employees perform better when bribed with rewards is questioned by scholars. The previous confidence in monetary reward systems is increasingly being replaced with hope for more effective programs, where employees to a greater extent can be motivated by non-monetary incentives.

This thesis is based on a case study for the real estate manager Mimer in Västerås. Mimer provides a great deal of this city?s rental apartments. Many of their buildings have ventilation systems with a type of heat-recovery called ?heatpipe?.

ABSTRACT This study consists of a comparison between a public and a private organization that works with people with mental unhealth. The first organization is an authority that conducts investigations to determine if their clients are qualified to receive some sort of help in their daily lives as a part of the Swedish welfare system. The private organization works with offering different kinds of daily activities for people with mental unhealth as a work-training program or to help them create a daily routine in their lives. Our purpose with this paper is to compare the work of the two different organizations based on their organizational framework to see what similarities and differences there are in their work and their chosen approach in meetings with their clients. Our chosen method is that of semi-structured qualitative interviews with three different employees in each organization.