A central discussion within society and businesses today, is the change of generations in the business market which occurs within the upcoming years. A change of generations is unavoidable and a natural step in business. The challenge of the forthcoming reform is the large number of people leaving the labour market and the grand entrance of new labour; Generation Y. The characteristics of Generation Y differ from the older generation which enhances the challenges for the businesses to attract a new workforce. It may also be necessary for the organisations to adapt to the younger generation.

The purpose of this essay was to study whether the UN convention on the Rights of the child is implemented in the Swedish executory authority, in cases that include compulsory auction of property belonging to families with children, in the southern area of Sweden. I have especially focused on questions concerning whether civil servants work with child consequence analyses, whether they have been offered education in child competence at work, to what extent they have listened to and taken into account the child's own voice in the execution process, and finally to what extent civil servants have had contact with the social welfare committee.The study was based on qualitative telephone interviews with seven civil servants working with cases that comprise compulsory auction of property belonging to families with children.The conclusions of my study are that there exists no specific child perspective regarding the UN convention on the Rights of the child in the civil servants work regarding compulsory auction of property belonging to families with children. Neither do they work with child consequence analyses nor do they listen to what the child has to say in the execution process. The civil servants have not been offered any kind of education concerning child competence. Regarding contacts with the social welfare committee, the result shows that this is, in general, not based on systematic procedures..

SammanfattningI kunskapssamhällets nuvarande form är kompetensutveckling ett dominerande begrepp i sammanhang för vuxnas lärande. Kompetensutvecklingsinsatser kan ses som ett av de sätt genom vilket lärande sker för organisation, verksamhet och individ. Dock finns ingen given relation mellan en kompetensutvecklingsinsats och lärande. Kompetensutveckling är ett sätt att utveckla verksamheten och medarbetarnas lärande. Detta sker både med formella och informella insatser utifrån varierande syften samt mål.Utvärderingar undersöker ofta resultaten och medarbetarnas utveckling genom lärande samt kunskap i relation till avsatt mål för kompetensutvecklingsinsatsen utifrån ett företagsperspektiv.

Syftet med studien var att belysa hur motivation på arbetsplatsen kan betraktas från ett inre och yttre perspektiv, med utgångspunkt från ett antal specifika faktorer såsom samhörighet, kompetens, autonomi och kontroll i tillvaron. 126 respondenter, 99 kvinnor och 27 män besvarade en enkät som bestod av demografiska frågor, frågor kring chefens stöttande av autonomi, frågor om samhörighet, kompetens och arbetsmotivation samt ett testbatteri bestående av IMI scale, Work Extrinsic and Intrinsic Motivation Scale och Locus of Control. Studiens resultat visar att chefens stöttande av autonomi påverkade de anställdas inre arbetsmotivation positivt. Studien visar även på att det finns ett svagt samband mellan inre arbetsmotivation och tillfredsställelsen av de anställdas behov av autonomi och samhörighetAbstractThe purpose of this study was to see how work place motivation can be seen from an intrinsic and extrinsic perspective, with starting point from specific factors such as relatedness, competence, autonomy and control. The 126 respondents of the study, 99 women and 27 men, answered a questionnaire that consisted of a few demographic questions, questions about if the boss is supportive of autonomy, questions about relatedness, competence and work place motivation.

Bakgrund: Arbetet på en intensivvårdsavdelning ställer stora krav på de nyutbildade intensivvårdssjuksköterskornas kompetens. Den första tiden i yrket innebär att i socialiseringsprocessen förvärva de kunskaper och färdigheter som krävs i yrket. Nyutbildade intensivvårdssjuksköterskors kompetens anses inte motsvara vårdens kompetenskrav. Syfte: Syftet med studien var att beskriva nyutbildade intensivvårdsjuksköterskors uppfattningar om sin yrkeskompetens. Metod: Studien genomfördes med kvalitativ metod och intervjuer valdes som datainsamlingsmetod.

Background: Many companies have outsourced their IT-operations and their expectations of what this IT-outsourcing will contribute to the business are high. Cost cuts are not always a natural outcome of IT-outsourcing. Many companies that have outsourced their IT-operations consider it to be problematic and complex to exercise management control and reach cost control which was the purpose of the IT-outsourcing. Purpose: To describe and analyze what affect IT-outsourcing has on a company?s management control system and a company?s possibility to exercise cost control.

Syftet med den här studien var att undersöka och beskriva kuratorers arbete med döva och hörselskadade klienter. Frågeställningar som undersöktes var: - Hur beskriver kuratorerna sitt arbete med döva och hörselskadade klienter? - Vilka arbetsmetoder används av kuratorerna i arbetet med döva och hörselskadade klienter? - Vad innebär en kulturkompetens och en bikulturell kompetens enligt kuratorerna? Författaren ville belysa ämnet utifrån ett perspektiv där den professionella är teckenspråkig då hon anser att detta perspektiv saknas i litteraturen. Semistrukturerade intervjuer genomfördes med tre kuratorer som är teckenspråkiga och verksamma inom dövområdet. Resultatet visar att kuratorernas arbete består av praktiska åtgärder och stödsamtal.

Interest in alternative energies is high in Sweden today, particularly in the agricultural sector. According to the Swedish lantbruksbarometern (2009), almost all respondents consider the use of some form of alternative energy from the farm. While interest in alternative energies is large, attention to the alternative energy straw has fallen and is almost nowhere mentioned in the literature today. Three years ago, in the Lantbruksbarometern nearly 44% of the farmers would be willing to invest in straw as heating system on the farm. How do the farmers decide to invest in alternative energies? With this information a problem is presented for this paper.

Dementia may cause impairment of linguistic abilities, affecting both production and comprehension, which in turn affects communication (Mahendra & Hopper, 2012: Perkins, Whithworth & Lesser, 1998). The aim of the present study was to investigate and describe the communication strategies in everyday conversations between people with dementia and their interlocutors, and to describe the identified interaction phenomena based on a participatory perspective.The study was conducted at a home for people with dementia. Three people with known dementia and two health professionals participated in the study. Everyday interactions were filmed, and then transcribed and analyzed according conversation analytic principles. The transcribed data was also analyzed with ideas from positioning theory.The present study highlights the presence of trouble sources in communication between the person with dementia and carers and how these are handled by the participants in terms of strategies, competence and positioning.

AbstractThis qualitative study has been made to examine which factors that are required to create a work place that can be associated with loyal co-workers. The study covers half structured interviews with nine people on different levels and with different positions, within a manufacturing company in Värmland. Our ambition with this study is to find out if, and if so, in what way the view on loyalty and which factors that are required to encourage loyalty, differ depending on witch level one belongs to in the organization. Our thesis is that our respondents will have various ways of expressing the term loyalty, and that these various ways are linked to the different levels that each employee is currently stationed at.The result of this study shows that the way people look at loyalty, and what loyalty is really about, does not differ that much among our respondents, regardless of their level. The factors that, according to the respondents, are important if one wants to create a work place that can be associated with loyal co-workers are: to be able to feel trust towards and have faith in those one works with, as well as the company and the way things are being run, to be able to experience the feeling of community, and that one is happy with ones work place, as well as ones co-workers.

To understand the modern leadership you have to gain a lot of experience to attain the right competence through which you are able to know what kind of leadership is most suitable to use in the current situation. Leaders agree that every kind of leadership is more or less successful depending on the situation and different organizational factors, for example the co-workers and the environment. Every leader should have a strong willpower and driving force to bring motivation to the organization and to make it more efficient. Another quality that represents a modern leader is the ability to lead and divide the co-workers and the organizations different strengths. The organizational communication is an important factor of how you, as a leader, answer to your co-workers and also how you will be received.

Summary Title: Taxes and Human Capital as Determinants of Foreign Direct Investment in EU: The role of Most Favoured Nation treatmentAuthor: Andreas HelmerssonSupervisors: Cecilé Brokelind and Rikard LarssonProblem discussion and problem Formulation: The recent year?s rapid increase in foreign direct investment (FDI) is a clear indication of increasing globalisation. In order to stay competitive companies must take advantage of talented people, new technology and new markets around the world. Not only companies but also countries and regions, such as EU, need to take advantage of globalisation and the advantages that come with the increase in FDI around the world. Studies have shown that FDI does not only make companies more competitive but it also stimulates the economic growth of the region where the FDI takes place.

To understand the modern leadership you have to gain a lot of experience to attain the right competence through which you are able to know what kind of leadership is most suitable to use in the current situation. Leaders agree that every kind of leadership is more or less successful depending on the situation and different organizational factors, for example the co-workers and the environment. Every leader should have a strong willpower and driving force to bring motivation to the organization and to make it more efficient. Another quality that represents a modern leader is the ability to lead and divide the co-workers and the organizations different strengths. The organizational communication is an important factor of how you, as a leader, answer to your co-workers and also how you will be received.

Background: Resources that are hard to put a value on and cannot be classified as assets in the balance sheet as well as the development towards the information society has led to an increasing need and use for voluntary information in the annual reports. The increase of voluntary information can foremost be seen in the field of human resources.Purpose: The purpose of this thesis is to describe the development of voluntary information about human resources in the annual report of a number of Swedish quoted companies. The purpose is also to see if there is a difference in the development between manufacturing companies and service companies.Method: Six manufacturing companies and six service companies were chosen from the Stockholm exchange A-list. Using both a qualitative and quantitative research method the annual reports of the chosencompanies were studied for the years 1995, 1997, 1999, 2001, and 2003. A model consisting of seven categories; health, diversity, recruitment, staff turnover and comfort, benefits and motivation, education and competence development, was developed to clarify were the development took place.Conclusions: After finishing the study one can tell that the amount of voluntary information about human resources in the annual report has increased even though the percentage share of the total annual report only has increased appreciably for manufacturing companies.

Municipal Real Estate Companies runs by a political boarder who makes decisions in large investments. In some cases the municipal counter have to take the decisions about big and expensive investments. A successful investment needs to be built on solid ground.Media has lately focused on energy topics as a part of the environmental discussion and the real estate companies tries to use the new technology that the market has provided. Energy investments in new buildings are not longer a small part of the energy saving program. Long-term investment demands needs large knowledge and awareness about the energy topics that have recently grown in the municipal real estate companies.