AbstractTitle: Gender equality ? of course! A qualitative study on gender equal recruitment at a universityAuthor: Ingrid ÖhlundSeveral studies show that the division of gender in Swedish universities is uneven. Since universities are important organizations where our future citizens get their education and become socialized, I found it interesting to investigate how a Swedish university handles the gender equality issue in the process of recruitment. The aim of this study was to contribute with a higher level of knowledge and understanding about the recruitment process out of a gender equality perspective. The aim was also to identify which stages of the recruitment process that was vulnerable out of a gender equality perspective.

How does a corporation work during the recruitment phase to entice and motivate younger members to work for their organization?The aim is to examine in which grade corporations and organizations? recruitment needs to adapt to encounter Generation Y on the labour market.The base in our method is abduction and our research is based on a qualitative method. We have fulfilled interviews with corporations such as Scania, Skatteverket, Swedbank and Appelqvist & Ottoson HR AB.Corporations need in a sense change their recruitment and emphasis their resources to sell the whole corporation and its image to the young job applicant. The younger members demand a total impression of the corporation to implement an interest and to get motivated to work there. Together with our respondents we have realized that Generation Y has higher demands on their workplace than earlier generations..

Emotional intelligence (EQ) has been claimed to be the most critical factor in determining a person's success in life, both personal and professional. EQ highly affects academic and job performance, leadership, stress, and well-being but is still not widely accounted for in recruitment processes. During the last 20 years a large number of researchers have shown interest in the concept of emotional intelligence, but few have studied its practical implications and how EQ-tests are used as a selection tool in recruitment processes. To create an understanding of the motivation for using the test, as well as its role in recruitment decisions, qualitative interviews have been conducted with recruiters at companies in Stockholm, Sweden. All interviewed companies use the self-assessment test EQ:i 2.0.

Traditionellt utvärderas effekter av kognitiv träning med objektiva prestationsmått. Syftet med uppsatsen var att undersöka självskattad exekutiv funktion som ett alternativt mått för att utvärdera effekter av kognitiv träning. Som utfallsmått valdes The behavior rating inventory of executive functioning - self report (BRIEF-SR). Vidare användes blandad design med för- och eftermätning samt tre oberoende grupper. Gymnasieelever (n = 63) delades in i; aktiv träningsgrupp, aktiv placebogrupp och passiv kontrollgrupp.

As artificial intelligence (AI) has gained more influence in recruitment, both recruitment processes and the role of the recruiter are changing. This study aims to describe and analyze how recruiters translate, use, and relate to AI in their work. Through a qualitative method based on semi-structured interviews and document analysis, the study explores recruiters? experiences, attitudes, as well as perceived obstacles and opportunities regarding the use of AI in recruitment. With a theoretical foundation in translation theory, fashion, and imitation, the study examines how AI is not only followed as a trend, but also shaped and adapted locally through translation, depending on organizational identity and needs.

This essay reflects upon how recruiters working at a recruitment-agency interpret their gender equality plan and their understanding of the term gender equality. This was done by semi-structured interviews with five recruiters. Through theories concerning the gender system, organization theory with a gender perspective and the doing-gender-perspective we have come to the conclusion that the employees of the company lack a coherent interpretation of gender equality. Concerning the gender equality plan there were diverse understandings of its meaning and the application of the plan is partly insufficient. As a recruitment agency there are a number of specific difficulties related to working towards gender equality.

Known to be one of the most important resources, but also one of the most difficult ones to obtain, the workforce constitutes (consistence) the core of any organization. To find the right person for a particular position is not a trivial task. The recruitment of new staff members is important for any organization in general, but for treating organizations in particular. In order to provide the best service for its clients, it is, for a treating organization, vital to recruit nothing but highly qualified personnel. A well educated workforce can more easily stick to the treatment program and thus maintain treatment integrity.

?The importance of representation and structures to establish influence. A study of the Trade Unions Youth Activities within The Swedish Trade Union Confederation.?-Katrin OlofssonThis essay is studying the importance of representation and structures for the youth to establish influence, within the Trade Unions of The Swedish Trade Union Confederation, LO. More specific it is about the youths influence in each trade union´s executive committee.

Skanska 21 is a student program for university students. The program runs for a year and a half parallel to university studies. It is aimed at those studying a few specific master engineering programs at Lund University, Royal Institute of Technology (KTH), Chalmers University of Technology or Luleå University of Technology. The program consists of a number of program meetings such as company presentations, a boarding school week, rhetoric training and project visits. The aim of the project is to evaluate the Skanska 21 student program.

Chief executives and other persons in management positions are not applicable to the same protection system as other employees. Lagen om anställlningsskydd is not applicable for example. Instead all terms and conditions are in the employment contract, which get increased importance. The employment contract for a chief executive is comprehensive. This essay focuses on employment protection, wages and compensation, loyalty during the employment, secrecy and competitive clauses.

This paper seeks to investigate whether there is a positive relationship between bonus as a part of total executive compensation and lower accounting quality among Swedish companies. In this study, accounting quality is defined as the degree by which a company's earnings are subject to earnings management. To detect earnings management accrual-based modified Jones model is applied to companies listed on the Large-, Mid- and Small-Cap lists on the Stockholm stock exchange during 2011. We find a statistically significant positive relationship between bonus as a part of total executive compensation and lower accounting quality. Thus, in line with prior research, our results suggest that managers, interested in maximizing their bonus, will select income increasing accruals to manage earnings upwards.

Since a lot of the power in a professional bureaucracy lays within the operative profession with its strong corporate culture and strong co-workers the executive occupy a weak position. Their power comes from the complexity of the operative professionals work and the difficulties to supervise that work. To avoid conflicts it?s important to make all expectations on the executive equivalent. This can be done by defining the roles of the executives in a philosophy.

The purpose of this study is, on one hand, to obtain an understanding of how children in municipal music- and culture schools choose instruments and what forms of recruitment methods they are subjected to, and on the other hand, how you can make them continue to play once they have begun.To acquire this information, I have interviewed five music teachers and two principals at municipal music- and culture schools in Värmland. The questions treated, among other things, what affects children?s instrument preferences, recruitment methods and what you can do to keep interest for the chosen instrument alive.The result of the study shows some apparent tendencies. Even though some of the instruments have trouble recruiting students and other instruments have trouble keeping them, the old methods, which obviously do not work in a satisfactory manner, are still being used. Instead, increased commitment at the occasion of recruitment, more group teaching which strengthens the social bonds through role models and a will to have the courage to change the organization when it does not work, is required..

This paper examines how organizations work with their recruitment. The organizations in thispaper are mined in the trade of recruiting and staffing. The paper will further influence howorganizations work or will work with recruiting through social medias. It describes therecruiting process in the traditional way and what costs it brings. The next part is a descriptionof network and the importance of networking in a general way.Our results demonstrate that social medias probably will stay as a complement to other moretraditional methods and will not be an own recruiting method.

Workers are more demanding than ever and stay a shorter amount of time within the same organization. For this reason we wanted to look further into how organizations work with motivation in order to create success in Knowledge Intensive Firms. The complexity of knowledge workers formed the base for our interest within the subject. The purpose of our thesis is to reflect upon what is written about the motivational effects of recruitment and reward strategies in Knowledge Intensive Firms. Further our essay is based on an abductive advocacy.