AbstractTitle                                      Continuous improvement ? Motivating ICA´s  personnel to    a greater engagement.Problem                                  Getting ICA: s employees involved with continuing improvements.Purpose                                  To motivate ICA: s employees to a higher degree of commitment and    contributing with ideas and embracing approved improvements. Research questions   - How should the employees be properly motivated to contribute with   suggestions for improvement?  - What message and content should improvements send to inspire the   employees? - Witch channels should be used to capture the employee?s attention? - How can best practice be recognized and how can the knowledge be spread  through the organization?Methodology                          Initially a theory study was completed and from the results a case study were  conducted.Conclusion                             Combining success factors for continuing improvements.  To get the      employees feeling appreciated with their work. Results             By combining ten sucessfactors and trying to see the whole picture.                .

This is a thesis based on a study about organizational socialization and concerns a company?s intentions as well as new employees? experiences during introduction. The study had four different purposes. First, it was to examine what Mölnlycke Health Care wished to achieve with its introduction as well as what they wished new employees should incorporate during introduction. Second, the purpose was to understand how new employees at the same company have perceived how the introduction has changed them.

Background: The reasons why this study is conducted is because of the latest recession in the global economy. The current recession has made a lot of companies more aware of its cost, and in order to fit the new harsher economic climate the companies has to be more cost efficient. In order to do so many companies choose to reduce their amount of employees. When this happens in a recession, most of the layoffs are an effect of reactive causes, such as lower incoming orders, and fewer customers. This leads to a problem for the companies that don?t know how these kinds of layoffs will affect the value of the company?s stock.

The field of work and employment is constantly undergoing changes. In order to help organizations to adjust to new conditions, different models for organizing have been developed. Many of these models are spread worldwide, due to the need for organizations to meet demands of flexibility and efficiency. In this study, a small number of models, which contains solutions of how to organize work in Human Resources, have been selected. The author and scientist Dave Ulrich, who has had a large influence on the development of the work in Human Resources, originally founded these models.The aim of this study was to examine how these models were functioning, in reference to the different departments of Human Resources labor within the township of Uppsala.

The number of young people that graduate from upper secondary education has decreased while a growing number of young people are in an outside position in the sense that they neither work or study or have any other known occupation. In addition to this the labour market has gone trough changes, which has brought difficulties for some groups to establish themselves on to the labour market. One of the groups that have been affected by this is the young people. As an answer to the increasing number of young people in an outside position, a new law was introduced on the 1st of July 2005. The law is called (kommunala uppföljningsansvaret) and it stands for the municipality's responsibility to follow up on young people between the age of 16-19 years that is not enrolled in any upper secondary school and that does not have any other known occupation.The purpose of this essay has been to examine how the responsible administrations in Helsingborgs municipality view their responsibility to follow up young people between the ages of 16-19 years and the practical application of the law, and also if they can see any risks with not following up on young people in that age span.

The aim of this Master?s thesis is to study the effects that geographical distance have on the control systems in a scattered organization and how this, ultimately, affects the employees in terms of loyalty and motivation. In order to do this, a case study has been conducted on a multinational travel group and its local branches in Thailand. The study is based on a selected number of theories focusing mainly on control systems in multinational contexts as well as on theories regarding communication and autonomy. The conclusion of the study is that geographical distance has led to a rather large autonomy for the local branches and that the headquarter to a large extent rely more on formal control.

This thesis emphasizes the importance of understanding the employees? attitude and motivation towards their workplace at a company that works in the advertising business. An example company; thcommunication agency PS Communication in Stockholm, was used for the empirical part to investigate the purpose. The topic is interesting since the company works in a fast changing environment with new techniques,tools and professionals and the company is also going through an expansion that include many new recruitments.The purpose in this thesis is as follows: ?the purpose of this study is to elucidate the fate of attitude and motivation of employees in relation to the workplace during business expansion, if performance is reduced and competition increases.?The analysis and results shows that attitudes andmotivation among the employees in the workplace has deteriorated, the employees agree that it is due to expansion the company is undergoing.

The purpose of this study was to examine how employees perceive female chief executiveofficers and if any significant differences between what leadership-skills female and maleco-employees choose to express about female leaders can be observed. The survey isperformed as a qualitative study where three companies within the retail marketparticipated. We collected our empirical data by interviews and observations and usedsocial constructivist theory to look at how individuals construct their subjective view ofreality. The result showed, among others, that female employees often use traditional maleskills to describe the strengths of their female chief, whereas male employees emphasizesmore female skills such as unpretentious and open-minded..

Methodology The foundation to my essay has been created using both primary and secondary data. Inquiries have been handed out to Handelsbanken. This data is completed with appropriate theories and ends in an analysis and finally a result and suggestion to continuing studies.Conclusions My conclusion is that the employees and the management has the same opinion on the bonussystem Oktogon. Both parts sees the system as a motivation factor in the organization. But still not enough effect on the employees to call it an effective strategy..

Based on last years events that have taken place, events on the school Lundbergs and the police values of work, has the meaning of having a set of values been questioned. This study aimed to investigate and answer the fundamental values based on the common value basis for the government employees within an organization and how it perceived by employees. The new institutional theory was the framework for this qualitative study conducted with semi-structured interviews. Respondents were employees within the organization. Ethnographic qualitative methodology was the basis for our methodology and we used a thematic model of theme interpretation, communication and knowledge in our analysis.

In recent years, employees at large companies have started to demand that their employer should work more for good causes. The money the company wants to donate to charity is distributed mostly through a vote to decide where the money will be remitted. The purpose of this design case is to develop a design concept for a web-based donation service that involves all employees at a company. Furthermore, the authors of this study intends to explore how the motivation for employees of a company can be affected by participation in this service. In this design case, the service function, quality and concept was tested and evaluated.

The swedish song contest ?Melodifestivalen? is the most popular TV-show in Sweden according to number of viewers. Not only has it managed to remain the viewers? number-one choice year after year, it has also engaged a lot of the viewers (2, 4 millions in this year?s final) to vote for their favourite song. Melodifestivalen is classified as a creative organisation since it has evident elements of creativity in its process, product and among its employees.

Boström, Johanna & Fahlander, Ann. (2011).Friskvård på arbetsplatsen. En nulägesanalys på Fastighetsförvaltning AB (A workplace physical activity intervention. An analysis of the situation at Fastighetsförvaltning AB). Bachelor Essay in Swedish.

Companies today need to be more focused than ever on having an active Human Resource Management culture. This is not only because of the companies? concern for their staffs wellbeing, but for the companies? effectiveness in the long run. The reward systems which many corporations use today, to both keep their employees and attract new ones, is a well researched subject by scholars as well as journalists. Earlier research has suggested that it is important to implement an active Human Resource Strategy.

This essay is about how organizations reveal their employees in the annual report. The purpose of this paper is to examine the extent to which organizations reveals their employees in the annual report, and the purpose has three questions: How do the organizations present their employees in the annual report? What do they choose to report? What motives lies behind?The problem today is that organizations can´t account the employees as assets, they can only be accounted as an expense in the income statement. This can lead to that stakeholders can´t convey an organization's "true" value.With a combination study, we examined how organizations certified by Investors in People presents the employees in their annual reports. In the framework, we have, among other things dealt with personnel mandatory disclosure in the Annual Account Act, the difference between private- and public sectors accounting.