Problem: How has Nordea been adapted and influenced by the change of Basel II and how have the Employees reacted on the new change?Purpose: This essay has a purpose to study how Basel II has influenced the credit rating at Nordea. We also want to study how the Employees have reacted to the new change.Method: To receive the information that was necessary for this study interviews were performed with the Employees at Nordea. The interviews were an effective way to start a discussion and by that we received important information.Basel II is new capital cover rules that the Swedish banks have introduced. These new rules mean that it will become more important with safety when it comes to risk management and credit giving.

Abstract Title: Coaching Leadership - A win-win situation? Level: Final assignment for Master Degree in Business Administration Author: Helena Gustafsson Supervisor: Pär Vilhelmson Date: 2012 ? mars Aim: The purpose of this study is to examine how companies use the coaching leadership and how the Employees perceive to have a manager who uses this way to lead. Method: The study was conducted as a qualitative study in which interviews was an important feature. The information I gathered is the basis for analysis and final discussion. The material has been collected through personal interviews with two managers and then I send questions to the Employees by e-mail that they responded. This is to get such an interesting empirical data as possible.

The aim of this paper is to examine how the design of management control in a retail trade company affects motivation among its Employees. Our purpose is to identify what actions create motivation and how management can benefit by developing and promoting such activity from its high-performing Employees. Motivated personnel have become increasingly important in companies today, and companies are increasingly reliant on individual Employees? capabilities. The study covers all parts of the management control system, to see how these align to create goal congruence in an organizational context.

The field of work and employment is constantly undergoing changes. In order to help organizations to adjust to new conditions, different models for organizing have been developed. Many of these models are spread worldwide, due to the need for organizations to meet demands of flexibility and efficiency. In this study, a small number of models, which contains solutions of how to organize work in Human Resources, have been selected. The author and scientist Dave Ulrich, who has had a large influence on the development of the work in Human Resources, originally founded these models.The aim of this study was to examine how these models were functioning, in reference to the different departments of Human Resources labor within the township of Uppsala.

Abstract Title: Coaching Leadership - A win-win situation? Level: Final assignment for Master Degree in Business Administration Author: Helena Gustafsson Supervisor: Pär Vilhelmson Date: 2012 ? mars Aim: The purpose of this study is to examine how companies use the coaching leadership and how the Employees perceive to have a manager who uses this way to lead. Method: The study was conducted as a qualitative study in which interviews was an important feature. The information I gathered is the basis for analysis and final discussion. The material has been collected through personal interviews with two managers and then I send questions to the Employees by e-mail that they responded. This is to get such an interesting empirical data as possible.

The workplace has a direct impact on the physical, psychological, economic and social well-being of the workers. A healthy workplace leads to increased health among the Employees which also makes the Employees more productive (Källestål, 2004). A poor working environment can have negative consequences for individuals, companies and society (SOU, 2009:47).This is a qualitative study that investigates companies? view of health promotion and how they practice health promotion in working life. Five private and five public companies, with representatives from the management were interviewed.

Title: The internal attractiveness of the sales position within ABB SwedenProblem: What is the cause of the low internal applicants for the sales position at ABB?Purpose: To identify why there are so few internal applicants for the sales position at ABB.Method: In order to achieve the purpose of the study, a survey was conducted amongst the Employees of ABB. The target groups were sales managers, sellers and other Employees. The result from the survey where then analyzed based on the theory chapter. Conclusion: A GAP-analysis showed a difference in the attitude towards the sales position at ABB.

A relatively new sector in the world is the one concerning social enterprises and their development. Social enterprises are enterprises that are working with social objectives, their goal is not to make as much money as possible. This essay is looking at the development in social enterprises in two countries; Great Britain and Sweden and how the employee numbers in the enterprises have changed over time. The result shows a large increase in the number of Employees in the enterprises in Sweden, however the enterprises in Great Britain does show a declining number of Employees. This essay also tries to examine whether a couple of external factors, taken from a series of already existing theories, are affecting the possibility of development in these enterprises.

The purpose of this study is to survey which competences and personal qualities the labour market, for students with examination from the Coaching and Sport management education at Vaxjo University, require. Furthermore I want to find out if the Employees, videlicet the ex students, consider that their competences differentiate in relation to other Employees in the organization which not have this education.In the study a qualitative investigation method has been used where ten interviews have been implemented. The interviews have been carried out within five conceivable work areas to a student with examination from the Coaching and Sport management education at Vaxjo University. The work areas are sports association, sports union, municipal activity with sport and leisure time connection, company with health care connection and company without any kind of sport connection. Five of the persons being interviewed are ex students that now are Employees within any of the elected work areas.

IT exist and are needed in larger organisations today, this creates possibilities for new applications. It has become more frequent with IT within HRM which has developed new concepts like e-HRM and HRIS which links IT and HRM together. We have through qualitative content analysis of interviews investigated how IT-tools affect HR-workmanship. The purpose is to create a basis for describing how Employees experience their work with HR within a PA-system. The basis of the PA-system will then answer if it contributes or limits the Employees and their activities.

Organizational culture has been described as a shared perception of reality and values ??within a group of individuals. Within the group's shared values ??about what is appropriate and inappropriate behavior and shared values ??make it easier for individuals to understand what is expected of them. If the desired culture from the management team is not consistent with the culture of the Employees there might be a collision.

   To work and live in the same place where ones employer also is the landlord, can create a situation with many special requirements for the individual. Constrains regarding time, space and impact on social life is likely to appear. Based on theory and empirical research about the Boundaryless work and the Psychological contract the purpose of this report is to examine Employees who live and work at the same place. This is done by studying the regulation regarding time and space factors and the psychological contracts in expectations and in violation of the psychological contract and the risks associated with this like Locked-in factors. The study includes interviews with managers and Employees (n=9).

The main purpose of this essay is to investigate the legal position for employers concerning protection against what Employees can express about one?s employer in social media.It may regard dissatisfaction concerning employment, tort or so-called whistleblowing. The spread through social media may be comprehensive and thus cause more damage to the employer.Employees within the public sector as well as in the private are protected by the liberty of speech, which is constitutional, even the protection of sources or the right to criticize can offer some protection. This gives the Employees the possibility to widely express themselves in private social media as long as it can?t be classified as a violation, which per se is very rare.However, certain differences between the both sectors will be pointed out.There are still no constitutional rights regarding social media, but a grey area has emerged concerning the legal position.

Purpose ? The current study aims to analyze how Employees in temporary groups gets motivated, based on their personality traits and generation belonging, focusing on the goal setting theory. The study also focuses on the combination of these two variables concerning the goal setting theory.Design ? A total of 56 individuals working in project groups completed the questionnaire made for measure their personality traits and their work motivation.Findings ? Results in this specific case demonstrated differences in motivation based on their personality traits and generation. The study also found differences when studying the combination of the two variables.

The purpose of this study is to explore how hybrid work affects the experience of organizational justice and psychological well-being within an organization where working conditions differ between professional groups. Using a combination of semi-structured interviews and a quantitative survey, the study offers a nuanced understanding of how various work arrangements are perceived and interpreted by Employees. The findings show that justice is not primarily about having equal conditions, but rather about how these conditions are understood and communicated within the organization. Many Employees accept differences in work arrangements when they are perceived as logically justified and clearly communicated. However, when these differences lack explanation or are associated with injustices, frustration can arise even if Employees understand the reasons behind them.