The purpose of this paper was to understand internal communication?s critical tradition by studying the interface of the subjective experience and the objective behavior within a management team. During almost two years this group was observed, several semi-structured interviews were conducted and a specific incident was analyzed. The interview texts where analyzed, using the Meaning Constitution Analysis developed by Roger Sages (2010) at Lund University. The observations were summarized in sociograms showing relationships in the organization.

The Swedish government corporation Försäkringskassan is currently undergoing large organizational changes. Modifications are made regarding the national insurance system and work procedures. In this study we have investigated the procedures of change with the aim of identifying which pedagogical processes in work procedures that enables organizational learning. Furthermore, the study aimed at gaining insight of how the work procedures enable organizational learning in a learning organization. We have utilized case study tradition to examine specific occurrences in their natural environment to thereby understand the matter of investigation.

Through a case study at an IT company we have attempted to ascertain how a company's organizational culture affects its designers' way of working. By examining what ?type? of designers the employees are and how this is reflected in their work, we hope to have correctly determined what their organizational culture looks like and thereby have achieved a plausible result in our study.Aside from two interviews with the company's CEO, we also performed eight observations at the company, where we tried to blend in with the employees, to better determine their way of working together.We have found that the designers' trust in their own instincts has led them to rarely act on feedback from clients ? they only pick out the proposals which have a ?mainstream? potential. We have also discovered that their design approach is something they don't feel inclined to discuss amongst themselves. As it is often ?indescribable?, they go with their intuition and unspoken design conventions..

The aim of this study was to investigate the possibility of performing inter-species embryo transfer under actual field conditions in the natural habitat of South American camelids. In this study embryos from llamas were transferred to alpaca recipients. In a parallel study alpaca embryos were transferred to llama recipients. All animals used were free of uterine and ovarian abnormalities detectable by rectal palpation and /or ultrasound examination. Embryos were harvested twice after single ovulation in 10 mated female llamas and non-surgically transferred to synchronized alpaca recipients.

The essay discusses the effects that changes to the office plan have on organizational culture. Information about actual change as well as expected change in organizational culture was gathered before the empirical research was initiated. The empirical research was carried out at the Customer Logistics department at Ericsson through: an interview with a manager in charge of the relocation and design of the office, a manager for the specified department and also five employees of this department. The empirical studies show that there was a significant change in organizational culture and that results were not always as expected. There was a loss in symbolic actions, which needed to be compensated for, a perceived reduction in spontaneous communication, and a mixed response of perceived change in social interaction.

Dagens arbetstagare anses vara mer intresserade av att göra karriär än att vara lojal mot en enda arbetsgivare (Parment & Dyhre, 2009). Vad kan då arbetsgivaren göra för att skapa ett engagemang och en lojalitet som knyter arbetstagaren till organisationen så att denne stannar kvar? Denna studie handlar om känslomässigt engagemang, så kallat affective organizational commitment, och är en kvalitativ undersökning. Genom semistrukturerade intervjuer med åtta förskolepedagoger/arbetsledare samt två anställda inom Human Resources (HR) avdelningen på Stockholms stad undersöktes känslomässigt engagemang till organisationen. Resultatet visade att det finns ett starkt känslomässigt engagemang hos personalen till sin enhet men inte till Stockholms stad i sin helhet.

From a management point of view, enabling organizational creativity is often referred to as reducing immediate control, increasing autonomy and enhancing the access to slack resources. At the same time, the business environment of today is fiercer than it was only a decade ago, and this renders a quest for more efficient approaches to competitively run a business. This paper aims to examine creative industries and more specifically try to identify a set of elements that are common for successful companies. As this industry has not been subject to any considerable array of studies, this thesis seeks to establish a structure for how to take both organizational models and leadership theories into account when developing an understanding for the process, organization and leadership of the creative business. By studying six separate creative companies, our findings suggest that conventional theories on organizational creativity do not adequately account for all factors that contribute to these companies' creative success.

Introduction: For the adolescent to be diagnosed with cancer could be turbulent and life may end up in tatters. A cancer diagnose affects the adolescents' relationships with parents, friends and new acquaintances. For teens that are affected by cancer, losing peer relations are a great fear and to maintain friendship can be one of several challenges during this period.Purpose: The purpose of the study is to describe adolescents' experiences of peer relations after being diagnosed with cancer.Method: Qualitative interviews with four adolescents were conducted and collected data were analyzed using a qualitative content analysis.Findings: The result shows that peer relations got affected in both positive and negative ways. This is reported in three categories; ?Losing friends?, ?Friends matter? and ?Changed friendship?.

The main aim of the study was to examine the importance of organizational climate for affective job-related wellbeing. A further aim was to investigate potential differences in employee level in the experience of organizational climate and wellbeing. Another purpose was to see if there was agreement in the view of the organizational climate among the employees. Questionnaires were collected from 44 employees at a chain store. Results showed that Integration, Involvement, Supervisory Support, Training, Welfare, Innovation and Flexibility, Goal Clarity, Efficiency, Effort, Performance Feedback, Pressure to Produce and Quality had a great influence on Enthusiasm but only Pressure to Produce and Welfare correlated with Anxiety.

The Swedish government corporation Försäkringskassan is currently undergoing large organizational changes. Modifications are made regarding the national insurance system and work procedures. In this study we have investigated the procedures of change with the aim of identifying which pedagogical processes in work procedures that enables organizational learning. Furthermore, the study aimed at gaining insight of how the work procedures enable organizational learning in a learning organization. We have utilized case study tradition to examine specific occurrences in their natural environment to thereby understand the matter of investigation.

Investor Relations har under de senaste 20 åren fått en allt starkare betydelse för börsnoterade företag. Öppnare marknader och fler intressenter har skapat större krav på företag att tydligt kommunicera sin finansiella ställning. Investor Relations är funktionen i företag som skall möta detta krav. Studier kring asymmetrisk information har visat att skillnader i informationstillgång påverkar aktiepriset negativt. Investor Relations kan motverka denna effekt.

The aim of this Master thesis is to make a survey of the public library staff-relations at work and discuss relationship marketing as it applies to public libraries. Relationship marketing involves the establishment, maintenance and development of users and other library-related relationships, including the relations among the library staff itself. Good relations among the library staff is a necessary condition for good relations with others. The focus of relationship marketing is at the user?s needs, wants and demands instead of the library collections and services.

In what way were children in the 1930s and 1940s mean to each other, in which ways did theytease and bully one another? And what were the adults part, how did they react to thechildrens spite towards each other and did they do anything to stop it?These are the questions which have been addressed in this essay. In the answers given to us,by a survey in which 42 persons born in the 1920s and 1930s were asked, we have learned,that during the 1930s and 1940s when these children went to school, bullying did'nt occure asmuch. Not as they can remember today.We have also learned that it was mostly boys who were bullied, both mentaly and physical,with punches, being pushed, being laughed at and by being forced to do things they did notwant to do, such as stealing.The most common reasons for being bullied was that the children came from poor families,had ragged clothes, where dirty or had a physical disease such as cronical bronchitis.There where not many children who talked about being bullied with a teacher and the surveytells us that they didn't had any supervisors on the school yard.A number of the questioned answered that they thought that teachers had favourite students inthe classroom and they tell us stories in which teachers used corporal punishment, which waslegal at this time..

In non-profit organizations, surplus of the organization goes back to the organization's members. We have noted that Hyresgästföreningen initiated a change in 2005 when the organization merged its local membership registries to a national registry. There are few studies explaining how non-profit organizations are using management in an organizational change. What happens with the business management at an organizational change that is similar to the change in Hyresgästföreningen? The aim of this thesis is to explore how the governance of a nonprofit organization is changing at an organizational change.

Our findings show that depending on the contextual setting and what sort of merger an organization goes through, the identity strategies will differ. We see that symbols and values are two objects of relevance in our case companies? identity strategies, but that there are differences in how they are being used. There is consensus around the fact that values are important to have, however their meaning to each organization differs and it has also proven to be dependent on what position you possess in the company. We have developed a four-fielder in order to further illustrate our findings.