By surveying conceptions of SLU Alnarp?s resources and competence among its students and personnel, this thesis has the purpose of inventing identity, positioning and image of SLU Alnarp. The underlying idea is that the analysis of the opinions of the students and the personnel will provide the SLU management with new ideas and general advice for an innovative strategy for success. Four quantitative interviews with selected representatives from different staff groups were performed. In order to obtain a differentiated view of the employee thoughts and opinions on the university, five persons were selected to be interviewed ? all with different types of responsibilities.

Bakgrund: En kvalitativ studie av arbetslivspedagogik i en särskild kontext vid en arbetplats med dubbla funktioner, arbetsplatsen är delvis rehabiliterande utöver sin funktion som arbetplats. Syfte:  I studien  belyses expansivt lärande utifrån möjligheter som kan finnas i den undersökta organisationen. Studien syftar till att  belysa lärande möjligheter inom  organisationen  KRIS och Unga KRIS, Halmstad. Beskrivning sker utifrån ett medarbetarperspektiv. Metod:  Studiens empiriska material insamlades genom  en enkät med Cultural- Historical Activity Theory (CHAT).

If Swedish companies are to compete with companies in low-cost countries they have to achieve a more efficient production. The purpose of Total Productivity Maintenance (TPM) is to increase the company's profitability by increasing the productivity. TPM is a method that involves all employees and aims to prevent failures in order to increase the availability of existing equipment.The aim of this paper is to evaluate the implementation process of TPM and give recommendations for the further implementation process. The conclusion and the analysis are based on a case study done at a production department at ABB Cewe-Controls facilities in Nyköping. The case study consists mainly of qualitative data from participation observations, surveys and interviews.Commitment of the management is a key factor in the implementation process of TPM.

This study draws from Zygmunt Bauman´s theory that a governmental policy of values can reduce the personal responsibility and moral choices for employees, to focus only on maintaining the government?s internal rules and regulations. The apparent risk with this type of moral attenuation is that the employee is deprived of the possibility to react morally on conduct of the government?s external misuse of power. In this study, this theory is connected to the Swedish Armed Forces? policy of values, as these values do not include a critical standpoint for officers and soldiers.

Psykologisk forskning visar på att unga medarbetare, den så kallade Millennialgenerationen, efterfrågar en annan typ av ledarskap än deras äldre föregångare. Syftet med studien var att undersöka unga medarbetares föreställningar om transformativt ledarskap samt i vilken utsträckning dessa föreställningar motiverar dem i arbetet. Hypotes: Transformativt ledarskap är gynnsamt för unga vuxnas motivation på arbetsplatsen jämfört med andra ledarstilar så som laissez-faire och transaktionellt ledarskap. Undersökningsmetoden som använts var en webbaserad enkätdesign med 28 deltagare i åldrarna 20-38. Resultatet stödjer studiens syfte och hypotes, det transformativa ledarskapet var det som motiverade unga vuxna mest på arbetsplatser.

Employer branding in public sectorA descriptive case study on Örebro kommuns work with employer brandingProblem: Previous literature on employer branding is normative and highlights what the work with employer branding should contain in order to succeed. Previous literature lack descriptions of how the actual work is carried out in organizations. Previous literature also takes basis in the private sector and there is a lack of studies conducted in the public sector.Purpose: The purpose of this study is to describe how an organization in a public sector works with employer branding and it also aims to increase the understanding of employer branding.Method: The study is a descriptive case study based on a qualitative approach with semi- structured interviews with two employees at Örebro kommun. Throughout the study previous literature on employer branding is used.Results: We have noticed different activities in the organizations work with employees, leadership and communication that contribute to employer branding. The organization has a well-developed approach for the existing employees that contribute to the employee's personal development.

Syftet med denna studie var att utröna de aspekter medarbetarna ser som väsentliga i utvecklingsprocessen mot ett utökat medarbetarskap. Studien baserades på teorier om förutsättningar och utveckling av medarbetarskap samt dess effekter. Dessutom beskrivs ledarskapets historiska utveckling samt olika teorier om ekonomistyrning. Studien fokuserade på medarbetarnas uppfattning, men verksamhetschefen gav också sin syn på ämnet. Det empiriska materialet i denna fallstudie samlades in genom fyra personliga intervjuer.

This Master´s thesis aims to aquire knowledge about volunteers attitude toward work. It emphasis is on the differences between volunteers and non volunteers. There are four research questions used in order to fulfill the aim in a scientific manner. The essay aims to get in depth knowledge regarding whether or not the respondents feel that they have gained advantages in work life due to the fact that they are involved in volunteer work. One of the pivotal questions is if there is a possibility to see a pattern that binds together the reasons for volunteer work and the attitude toward work.

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.

Companies become more and more aware of the added values of the packaging. A well chosen and developed packaging can reduce the costs for the companies through reduced costs for transports, reduced quantity of waste and discards and increased goodwill for example. The companies? costs for salaries can also be reduced due to the increased packaging handling efficiency and the reduced costs for sick leave, reduced work capacity and rehabilitation etc. that can arise when handling poorly developed products and packaging.

Information technology and globalization has led to an increasing competition and service production has been more and more independent of locations. This has made a market of outsourced telephone costumer service possible. Due to high establishment the market has been saturated and with that price has sunk. Customer companies have the last few years got more negative to outsourcing of their telephone customer service as they through operating the customer service internally want to get closer to their customers.In the empirical study the writers try to figure out which companies the callcenters should try to aim towards to get long and profitable cooperation. This will be done through deducing guiding principles from theories about how different factors around companies costumer service should look like.

One year Master's thesis, Degree of master in Business and Economics, School ofBusiness and Economics at Linnaeus University, Management, 4FE10E SpringSemester 2014.Author: Johanna Björklund and Sarah Gustafsson.Mentor: Magnus Forslund.Title: Lean in the public sector - Potential barriers to a long-term Lean work.Background: Organizational changes are something that is constantly done inorganizations, and in the last decade, there has arisen a plethora of different changemodels. A reorganization that is popular among companies today is Lean. Lean is aconcept that was developed within the Japanese automotive industry, but has evolvedfrom the Japanese shop floor and is now a concept that can be found in, for example,several Swedish municipalities.Purpose: The purpose of this study was to create an understanding of why the conceptLean may have difficulty getting a hold in the in the long term.Methodology: The study was done with a qualitative research approach and through anabductive approach. As we intended to create an understanding, of what potentialbarriers that may affect that a Lean work, in some cases, does not become a long-termcondition, it seemed natural to choose a hermeneutic approach to knowledge. Theempirical data collected via individual unstructured interviews, through a groupinterview, and by non-participant observations.

The purpose of this study is to gain understanding of how self employed entrepreneurs (hereafter referred to as ?entrepreneurs?) develop their competence based on their perceived learning space. The main question is: How do these entrepreneurs develop their competence based on their perceived learning space? Other questions relevant for the study are: How important is the social environment for these entrepreneurs and how do they interact with their social environment in order to develop their competence. The study has a qualitative approach.

Organizational democracy has been a popular research area in recent decades but the implementation in real organizations is slow (Kokkinidis, 2012; Verdorfer, Weber, Unter Rainer & Seyr, 2013). Several researchers (Schön Jansson, 2012; Falkheimer, Heide & Johansson, 2013) argue that communication practitioners have a key role in democratic processes and that because their job role is under constant change there are only a few modern studies regarding the subject. The purpose of this study is to illustrate how communication practitioners in private and public organizations experience their role in the process of internal communication and to what extent they are aware of, and work with internal organizational democracy.The practitioners we interviewed had a strong feeling that they were a support function for the business and the organizational management. As a result of the study it is clear that communication practitioners are very loyal to their employers and to the organization they work for. They are, therefore, not neutral in their professional role and argue that their task is to represent the management's interests.

Organizational democracy has been a popular research area in recent decades but the implementation in real organizations is slow (Kokkinidis, 2012; Verdorfer, Weber, Unter Rainer & Seyr, 2013). Several researchers (Schön Jansson, 2012; Falkheimer, Heide & Johansson, 2013) argue that communication practitioners have a key role in democratic processes and that because their job role is under constant change there are only a few modern studies regarding the subject. The purpose of this study is to illustrate how communication practitioners in private and public organizations experience their role in the process of internal communication and to what extent they are aware of, and work with internal organizational democracy.The practitioners we interviewed had a strong feeling that they were a support function for the business and the organizational management. As a result of the study it is clear that communication practitioners are very loyal to their employers and to the organization they work for. They are, therefore, not neutral in their professional role and argue that their task is to represent the management's interests.