This study is based on my work as a teacher of Swedish language and literature to upper secondary school students, and my interest in developing the teaching of literature by using both new criticism theories and theories of literary perception focusing on reader response. The purpose of the study is to examine the learning process in trying to develop literary competence and to find out how to describe the competence shown by the students. My starting-point is a discussion about literary competence and the theory and model of literary competence by Örjan Torell. In examining literary competence, by how students use their constitutional competence as well as performance and literary transfer competences, Torell´s model shows the possibility and the need for both knowledge of literature and personal reception by focusing on the dialogue between author and reader.The method is qualitative and the empirics are material collected in one senior high school class in the Social Science programme during their second and third year. The material contains written reading logs, written answers to tasks and transcribed recordings of discussions of literature.The analysis shows a variety among the literary competence shown and developed by the students and points to the complexity of understanding the concept of literary competence.

Changes are occurring in most organizations today and due to the fact that changes often are harder to implement than they seem, it often takes much longer time to implement them than the management have planned. During an organizational change theorist claim that communication between managers and employees is one of the most important things to consider. Therefore, in this essay, our aim is to closer investigate which needs of information and communication co-workers have during a planned organizational change. To collect data, we interviewed five co-workers and one manager who works in an organization which has gone through a major change. Our theoretical framework comprises former research of organizational communication, employee?s needs of communication, change communication and theories of uncertainty during organizational change.

The concept competence is considered to be difficult to define. Therefore, it may be problematic to define competence in business and to evaluate the level of skills of employees (Thomsen, 2010). In this study the aim has been to identify key competencies for employees working as purchasers for Skanska Nordic Procurement Unit (NPU). These key competencies will afterwards help Skanska NPU to evaluate purchasers? level of competence.The theoretical framework of the study consists of three different parts.

Background: For the knowledge company the employees? competencies and knowledge are important assets. According to this, there has been a lot discussion about how to best take advantage of the employees? knowledge and create organizational learning. This organizational learning can be difficult to create due to the individuals? own goals and the fast changes in today?s society.

Several studies have shown that the Swedish labour market for different reasons is characterized by ethnical discrimination and that people who have another cultural background than Swedish are being excluded. Most studies done within this area have been focused on why it is harder for immigrants to enter the labour market and identifying the contributing mechanisms for this phenomenon. Instead the aim of this study was to see how the immigrants view their own cultural identity and background and how they perceive that their cultural competences are being valued when they apply for a job. To examine this, the following problematic was used: How does a person who has been brought up with both the Swedish culture and another culture look at using this as a cultural competence when they apply for a job. Two different theories were then applied to analyze the problematic, Erving Goffman´s theory about Stigma and Norbert Elias theory about the Established and the Outsiders.

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.

Executive summary This master thesis was originally based on a specific assignment given to the authors from ABB Full Service, a unit specializing in providing maintenance outsourcing: ?How can ABB Full Service expand its offering of providing fundamental maintenance by seamlessly incorporating the business concept with competencies and solutions from other ABB divisions?? The academic issue was developed throughout the thesis, resulting in the following formulation: ?From an organizational perspective; how can service providers bring continuous added value to intra-organizational outsourcing partnerships?? Many of the key findings of this thesis are reflected in the issue. The term intra-organizational outsourcing is a proposed addition to the terminology in the academic discourse on outsourcing. The definition of the term is: ? Where an organization outsources a business process interlinked with the physical operations, requiring the service provider to take over a preexisting unit and its employees.This is an accurate description of the form of outsourcing that ABB Full Service is engaged in.

Large retirement numbers and fierce competition of available labour, results in municipalities have to be more attractive as an employer. One way for the municipalities to fulfil their staffing requirement is partly to increase their recruitment efforts, and partly to educate their existing employees. Discussions about the supply of competence are therefore pressing within municipal activity. The aim of the study was to investigate how the concept of competence is used within a municipal administration. The method that has been used is Norman Fairclough?s critical discourse analysis, a method that allows multi dimensional analysis.

AbstractBackground: The company that this report addresses is, at time for investigation, in the midst ofa change in organizational culture, where two departments with different core competencies arebrought together into one. The purpose of this study is to review the potential problems that mayoccur in the change process when one or more subcultures come into conflict with organizationalgoals.Purpose and methodology: The reason for performing this study and the objectives are toexamine how subcultures influence and respond to organizational changes. The survey isconducted with a bottom-up approach in which participation in daily activities with thesubgroups is the foundation. The management's perspective has been omitted in consideration ofpast literature in the field where focus most often has been on their thoughts and views on theprocess of organizational change. The method used is participant observation and interviews.Results and Conclusion: Subcultures exist and they do affect an organizational change.

The essay studies the relationship between communication and organizational culture; to determine if there are any cultural differences between the management of an organization and its employees and to examine how a difference can affect the communication of organizational policies. A case study, where the public school was examined, was used to answer the research question, and interviews were held with relevant people on different levels in the organization.The interviews were analyzed with the theoretical frame of reference as a benchmark. Cultural differences could be identified between different levels in the organization and between the two schools studied. The differences affected how and why people communicated but not how well the respondents understood each other.Keywords: Organizational culture, subculture, Organizational communication, affects, hierarchy..

The purpose of the thesis is to map the meaning of ?international competence? in Swedish company boards of directors. The study is divided in a qualitative part and a quantitative part. The qualitative study consists of a discourse analysis where variation in interpretative repertoires are identified to enhance the understanding of the nature of reasoning related to the meaning and importance of the issue at stake. The discourse analysis is conducted on an empirical material from 27 interviews with decision makers in recruitment processes to Swedish company boards of directors.

Competence Portals are software tools that are intended to make it easier for persons that have had no previous contact to find and contact each other. The portals can address areas ranging from finding an expert within an organisation to the marketing of the competence of a region or a research centre to other organisations. The purpose of the thesis is to examine the necessity of Competence Portals in research-intensive organisations. Important characteristics of the information in such portals have been identified and used as a basis for recommendations regarding how Competence Portals could be designed. Furthermore, the thesis focuses on the task of finding a source of knowledge within an organisation.

Organizations today face big challenges as a result of increased exposure. A distinct and recognizable identity is required to differentiate. Consistent and coherent communication about what the organization stands for and where it is going is crucial if you want to succeed. This is a case study of how organizational members from two real estate companies that have merged into one, perceive their merged organization. The method is depth interviews with management representatives and focus group interviews with members from different levels of the company.

This essay discusses organizational culture and focus on corporate creativity and innovation. The aim is to see which organizational factors that foster creativity and innovation in organizations. The essay will provide answer on how organizational culture can encourage creativity and innovation and how organizations can promote the rise of a creative work environment. The research design of this essay is a qualitative case study with interviews at Gotland Energi AB (GEAB). The interviews provided insight in factors that can foster creativity and innovation in organizations.

The purpose with our study is to investigate why Capgemini adopts the Rightshore strategy, how they implement this strategy and how it affects Capgemini?s core competence. We also aim to look at how the company?s knowledge management is supporting the offshoring strategey, in addition to how Capgemini ?keeps control of? its core competence in following the trend of offshoring to India?.