The thesis explores an ongoing dialectical process between different levels of Employees including top management to workers of Scandinavian Airline Service (SAS) regarding a new change program and to find out the possible social construction among them. In particular, it searches for the constructed reality of SAS ground service Employees at Malmö Airport with regard to the preparatory stage of SAS Strategy 2011. A possible ambiguity in dialectical process is explored as it relates to an organization?s ability to effectively influence the understanding and identity of its Employees through discourse.

The purpose of this study is to examine how Employees in an organization using flexible work practices, experience that passive face time influences the evaluated of them. Further, the study aims to understand to what extent that perception of passive face time motivates the Employees to spend more time at the office than is necessary for their work situations. The study concludes that Employees in general perceive that passive face time does influence how they are evaluated and that this perception motivates Employees that are relatively newly employed by the company to spend more time at office..

This thesis addresses the subject of internal communication between the leadership and the Employees. Communication is a common process and according to Tufvesson (2008), the primary focus has been on the role and responsibility of the leadership. This can mean that, from the employee's point of view, it is not clear what the organization expects, and this lack of clarity dimishes the ability of the Employees to live up to those expectations (ibid). Tufvesson (2008) believes that today's organizations need common interpretations, which requires a well thought out communication strategy between leadership and Employees. Because communication represents an organization's functionality, the report?s authors were interested in studying the Employees? representatives.

The aim of this essay was to gain a deeper understanding about how school Employees interpret and practice school law regarding cyber-bullying that occurs between pupils on the internet. To examine this we used a qualitative method. We completed eight interviews with five teachers, one headmaster, one school welfare officer and one special educationist. These eight school Employees were from four different high schools. In our interviews we found that the school Employees thought it was difficult to define different concepts within the school law such as in association with the occupation and offensive behaviour which prohibits them from interpreting the school law in the same way.

Background: Different forms of reward systems have been more common in Sweden and are used in purpose to motivate Employees to work in accordance with a company?s goals. By creating work motivation among the Employees, a more congruent situation can appear between them and the managers, and the company can perform better results. Purpose: The purpose with this thesis is to study and analyse a reward system from the Employees perspective, regarding it?s affect on work motivation.

Introduction: More and more companies have realized that keeping and using the knowledge in their companies is getting more important to get or keep a competitive advantage. The companies? organizational culture and knowledge management are essential to create knowledge transfer. Also that the Employees and the leaders of the company knows how knowledge- and information transfer arknkoe done best for them. That is why we chose our purpose to be:The aim is to understand the differences between managers and Employees perception about knowledge- and information transfer in a manufacturing company.

It exists today a widespread interest for employee satisfaction, much effort are used in companies to achieve job satisfaction within their Employees. One theory that has received a great deal of publicity is Hackman & Oldhams Job characteristics model which addresses the question of how companies can provide job satisfaction through organizational change. The foundation of the theory is that five core job characteristics are responsible for creating job satisfaction. The purpose of this paper is to study these characteristics through the Employees and their boss and to determine how they believe these characteristics to affect employee satisfaction. The paper focuses on a company located in a branch widely known for low employee satisfaction.

The purpose of this paper is to present a possible understanding of why the company Tekola is segregated according to sex. In accordance to this purpose, an understanding of how the segregation affects the Employees in relation to power, values and possibilities is discussed. The theoretical understanding is that the organization of men and women within Tekola is done in close connection to creation of the meaning of gender in Tekola. This, in turn, affects and is affected by the recruitment to and within the company. Through the study of statistics from a survey, five interviews with Employees and former Employees and Tekolas? equality plan, we are able to see the possible existence of a glass ceiling, and a culture of homosociality, which affects the possibilities of women to enter the company and also to gain full entrance to power-positions in a negative way.

The purpose of this paper is to present a possible understanding of why the company Tekola is segregated according to sex. In accordance to this purpose, an understanding of how the segregation affects the Employees in relation to power, values and possibilities is discussed. The theoretical understanding is that the organization of men and women within Tekola is done in close connection to creation of the meaning of gender in Tekola. This, in turn, affects and is affected by the recruitment to and within the company. Through the study of statistics from a survey, five interviews with Employees and former Employees and Tekolas? equality plan, we are able to see the possible existence of a glass ceiling, and a culture of homosociality, which affects the possibilities of women to enter the company and also to gain full entrance to power-positions in a negative way.

Human Resource Management (HRM) has an increasingly strategic role in today?s organizations as the supply of managers is an integral part of the strategic work. In order to retain competence and knowledge, firms are usually designed so that the Employees can develop their careers within the firm. Company X is a company in the financial sector and is an example of such firm. However, at Company X: Department Y, very few Employees apply for the management positions when they are announced.

The aim of this thesis is to get a better understanding of how the management control system works at V&S Distillers. V&S Distillers went through an organizational change in the beginning of 2005. The marketing function went from being a country-driven to a category-driven organization. Among other things this resulted in increased cooperation between Employees in different geographical locations. We aim to analyze how a geographical distance affects relations and the use of management control.

The purpose of this essay was to explore how the first-line managers in eldercare motivate their Employees. In addition, we intend to study how the first-line managers acquire their leadership skills. To find answers to this purpose, we asked ourselves the questions; how acquires first line managers knowledge of how to motivate their Employees? What is the first-line manager?s perception of motivation against their Employees? The method we used was qualitative interviews with eight first-line managers in elderly care in Stockholm area. The results were analyzed by using two theories, Maslow?s hierarchy of needs and Hertzberg's two factor theories.

Our surrounding world is constantly changing and to be able to keep up with the fast pace of change organizations need to be prepared to transform as well. If there is a need for an organization to undergo a change process, the people constituting the organization also need to be prepared to change their behavior. In order for the change process to turn out successful, it is of the utmost importance that all Employees are given the chance to take part in the process. The challenge for leaders during a change process is, therefore, to ensure that their Employees actively get involved.The purpose of this study is to apply Human Resource (HR) theories on to an organization in order to critically review how leaders in practice, can involve their Employees, on the basis of a change process.The study is a qualitative case study, the empirical material has been collected at Falkenbergs Sparbank with the help of one unstructured interview with an employee at the marketing department and four semi structured interviews with the office managers.Relationship oriented leadership is beneficial to use during change since it advocates an open relationship between co-workers and exchange of information and knowledge. Relationship oriented leadership is considered to be a good leadership style if organizations wants to turn Human Resource theories in to practice.

AbstractBackgroundEvery company has some kind of employee turnover and we can tell that som business has higher employee turnover than other business. Employee turnover is individual for all companies but in companies that is in the same business simularities can be seen. The employee turnover in the line of business hotel, merchandise trade and restaurants was according to Confederation of Swedish Enterprise closer to 40 % during the period of 2006-2007 and close to the business with highest turnover, the service sector. This is comparable to the buildning activity that with it?s 22 % is one of the business with lowest turnover.

Mergers between companies has become more and more common in Sweden and in the rest of the world with the motive to increase the competitive strength in the current markets and has an important role within organisational development of companies. When organisations merger there is not only buildings and objects that are put together but also their individual organisational structures, people, values and cultures. This can be a difficult process and can affect many people in how they think conscious as well as unconscious, feel and react.The purpose of this thesis is to gain a deeper understanding of how Employees are affected following a merger when changes in the organisational culture come up, and how these changes are expressed.This thesis is delimited to investigate only one company, Skruf Snus AB and only focus on their business and Employees in the region of Stockholm. The thesis contains a qualitative investigation with semi structured interviews that has been carried out with eight Employees at Skruf Snus AB. The thesis is partly based on a model of Schein which describes the different levels in organisational culture and partly on some theories about reactions to change in relation to the integration between the Employees following a merger.The results of the investigation indicate that with a merger the whole organisational culture is affected and therefore also the Employees.