It's not a secret that most companies strive to get such a high economic return as possible. To successfully engage in a profitable enterprise, there are many elements that come into play. An important element is the motivation of the Employees and their work performance. Work motivation is a key factor for the Employees to improve their performance and therefore determinant for the successes of the company.This work is a case study in the production at Fresenius Kabi, Uppsala. The work is based on an employee survey that they fill out once a year and the aim is to develop a deeper understanding for these questions and how the Employees see on leadership, communication and goal-setting as motivators and how these factors works in the company today.To get this deeper understanding I have used a qualitative approach.

Purpose: The purpose of this study is to analyze how Employees perceive their leader / manager. How the leader / manager perceives himself in relation to Employees and what differences exist.Research Method: The information was made through a qualitative approach. The study includes interviews with semi-structured questions and a subjective selection. The authors interviewed seven respondents from a service company. Based on the information the authors have attempted to draw parallels between the leader?s behaviour and theories involving different leadership styles and see how the Employees perceive the leader.Conclusions: The Employees and the leader have the same ideas about what is a good leadership.

Within the next ten years, the largest generationchange ever will take place in the Swedish constructionsector. The purpose of my study is to examine themajor differences between "Generation Y" and previousgenerations. This is done in order to find out how theNCC will attract the Employees of the next generation,manage them at work and finally be able to keep theEmployees that has been trained internally over alonger period of time.Previous research has been based on theories ofGeneration Y in general. It investigates the distinctivecharacteristics and qualities of the generation, andalso how their upbringing may have shaped them intowhat they are. Three respondent groups wereinterviewed: Engineer students of "Generation Y",officials at NCC belonging to "Generation Y" andmanagers at NCC.The results of the study show that "Generation Y"differs from previousgenerations, and how they differ.

Purpose: The purpose of the essay is; to explain and clarify how the company is acting to lead members in social media to achieve valuable external communication. The authors believe that it is important to act with credibility and quality in social media, to accomplish long lasting relationships. When Employees communicate with consumers their conduct is relevant to the company's credibility.Methodology: An inductive approach has been used for the empirical data collection since the authors have been studying the reality without existing theories. A qualitative research method has been used for collecting the empirical material. Primary data was collected from telephone interviews with seven companies, active in social media.Conclusions: The study shows that the power of Employees? can be used when designing strategies for social media.

Background: Employees acting towards company goals and having a strong desire to remain in the organisation are very important for the success of a company. In order to generate such organisational commitment of the Employees, the knowledge about what motivates and satisfies them is essential. Purpose: The purpose of this thesis is to investigate and analyse the factors which motivate Employees, under consideration of individual characteristics. Limitation: Age, gender, marital status, work area, position and the years a person has been working in the company represent the individual characteristics examined in this study. Realisation: Literature research as well as a practical survey consisting of mail questionnaires and personal interviews were carried out in order to best serve the purpose of this thesis.

The purpose of this paper was to gain knowledge about the conversation about developmental opportunities in the organization, and how a company uses it. The focus was on four different themes, purpose of the conversation about developmental opportunities in the organization, planning, execution and content, feedback. The sample consisted of six people, three Employees and three managers of the company. The interviews were conducted by an interview guide, one for the Employees and one for the managers. The results of the interviews showed that the conversation about developmental opportunities in the organization was used by managers to make all Employees to strive in the same direction, an opportunity for Employees to reconcile how their work performance is perceived by their managers, the use of a preparation model differs between managers and feedback was important.

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.

Purpose: The purpose of the essay is; to explain and clarify how the company is acting to lead members in social media to achieve valuable external communication. The authors believe that it is important to act with credibility and quality in social media, to accomplish long lasting relationships. When Employees communicate with consumers their conduct is relevant to the company's credibility.Methodology: An inductive approach has been used for the empirical data collection since the authors have been studying the reality without existing theories. A qualitative research method has been used for collecting the empirical material. Primary data was collected from telephone interviews with seven companies, active in social media.Conclusions: The study shows that the power of Employees? can be used when designing strategies for social media.

More and more companies have realized the impact their Employees' appearance has in creating an overallpositive experience for their customers. Hence, many retailers use some form of employee clothing or aspecific dress-code for their in-store workforce. The subject is in spite of this poorly investigated,especially in an ordinary retail environment. The purpose of this study was therefore to portray the effectsan introduction of a unitary employee clothing may have on customers as well as on the in-storeEmployees. The experiment was conducted in two retail stores, belonging to a Swedish retail chain.

Purpose: The purpose of the essay is; to explain and clarify how the company is acting to lead members in social media to achieve valuable external communication. The authors believe that it is important to act with credibility and quality in social media, to accomplish long lasting relationships. When Employees communicate with consumers their conduct is relevant to the company's credibility.Methodology: An inductive approach has been used for the empirical data collection since the authors have been studying the reality without existing theories. A qualitative research method has been used for collecting the empirical material. Primary data was collected from telephone interviews with seven companies, active in social media.Conclusions: The study shows that the power of Employees? can be used when designing strategies for social media.

MPC is the company Exova Metech?s operating system that contains all the information needed for the company's objectives and guidelines to permeate the company. How changes in the MPC should be communicated with the company's Employees can be seen as problematic. Routines that have been changed in practice, the process owners do not always update in the MPC, it leads to that the Employees can not ensure that duties are performed properly. It is therefore important that management takes its responsibility by providing updated information.

During year 2007 ClaraHälsan Ltd bought the company health service Solstahälsan in Karlstad. The wide merger of the two health services the problems arose around the Employees? employment agreements when certain parts of the agreement differ. At a transition of a company, in this case a health service, the rights and obligations for the Employees will pass on to the new employer according to directive 2001/23/EG who came in force in the swedish legal system in year 1995. The former employer is only responsible vis-à-vis the Employees ?for economic obligations related to the time before the transition, the code of protection of employment 6 b §.

The aim of this study was to try to get an overall image of how participation is constituted in the organization of AMA, a Human Service Organization (HSO) that is part of the Vasteras municipality.  With focus on mainly participation but also communication and leadership the goal was to find out more about how the governing parts of the organization was able to communicate and create participation amongst their Employees. Did the message come across? Using a triangulation method including interviews, surveys and observation hopefully this question would be answered along with trying to depict an overall image of the participation within the organization. The results indicated that there were both differences as well as similarities between the Employees and the management with regards to how they experienced participation. A surprising result was that the geographical location was found to have an impact on how the staff perceived participation.

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.

AbstractTitle: Organization is communication. Communication is organization. - A case study of the communication between the management and the Employees at Save the Children Sweden. (Organisation är kommunikation. Kommunikation är organisation.