The focus in this paper was on managers in the middle position in the care of the elderly and people with disabilities. The aim was to develop knowledge about the conditions of work among managers in the middle position and what they characterized as good leadership and which strategies they used in their work. The empirical data consisted of nine qualitative interviews with managers in the middle position in the municipality of Halmstad.The frameworks that mainly limited the middle managers' discretion were laws, political regulations and most of all it was the allocated budget. Their discretion was found closer to the operation such as working methods, recruitment and changes in job schedules. The middle managers spent the majority of their working hours with personnel administrative work and that they often had to prioritise among their tasks.

Syfte och frågeställningarSyftet var att beskriva, förklara och jämföra hur ofta elitjuniorlag inom ishockey och handboll använder sig av idrottspsykologiska färdigheter. (1) Hur ofta använder sig spelare av idrottspsykologiska färdigheter? (2) Hur ofta uppmuntrar tränarna spelarna att använda idrottspsykologiska färdigheter? (3) Finns det ett samband mellan tränarens uppmuntran av idrottspsykologiska färdigheter vid träning och match, samt hur ofta spelarna använder dem? (4) Finns det ett samband mellan hur ofta spelarna använder idrottspsykologiska färdigheter vid träning och match, samt med deras självförtroende?MetodUrvalet bestod av 122 ishockey- och 89 handbollsspelare som hade en medelålder på 16,9 år samt 8 ishockey- och 6 handbollstränare som hade en medelåldern på 39,2 år. Respondenterna som alla var manliga besvarade enkäterna Test of Performance Strategies (Hardy, Roberts, Thomas & Murphy 2010; Thomas, Murphy & Hardy 1999) som undersöker hur ofta idrottare använder idrottspsykologiska färdigheter vid träning och match, samt Trait Sport Confidence Inventory (Vealey 1986) som undersöker självförtroendet hos idrottare.ResultatResultaten visade att både spelare och tränare använde idrottspsykologiska färdigheter oftare vid match än träning. Ishockeyspelarna och tränarna hade mer erfarenhet av idrottspsykologi och använde också färdigheter oftare än handbollsspelarna och tränarna.

The aim of this study was to investigate if a mechanical recruitment process could be a useful tool for employers to avoid discrimination. National and international law protect jobseekers from discrimination during the recruiting process. Despite this individuals frequently report that they are treated unfairly when they apply for a job. In line with this research shows that some individuals do not have the same opportunities in the labour market as the rest of the population. This study focus on discrimination based on ethnicity, age, gender or disability.Today most of the hiring decisions are based on employers professional judgement.

Since the first of July 2010, military training in Sweden is no longer mandatory. Ever since then the Swedish Armed Forces have needed to attract people interested in serving as soldiers, in new ways. The campaigns for doing so have been much debated and discussed in Swedish media. This thesis tests how an increased presence of guilt and belongingness in the Swedish Armed Forces recruitment campaigns affects young people - how their attitude toward the Swedish Armed Forces possibly changes as well as their intention of applying to military training. Guilt and belongingness were chosen for several reasons.

Background: Female representation on boards is an ongoing debate. The European Parliament voted in November 2013 in favour of a proposal that it should be at least 40 percent women on company boards by 2020. Jens Spendrup, president of the Confederation of Swedish Enterprise, was interviewed on Swedish Radio in February 2014 and stated that there are not enough qualified women to recruit to the company boards. The listed companies in Sweden only have 22 percent of women in their company boards and given Jens Spendrup?s statement should they have difficulty reaching up to 40 percent by 2020.

This thesis shows the result from investigations of methods that use distance vectors when matching pictures. The distance vectors are available in a distance map made by the Euclidean Distance Transform. The investigated methods use the two characteristic features of the distance vector when matching pictures, length and direction. The length of the vector is used to calculate a value of how good a match is and the direction of the vector is used to predict a transformation to get a better match. The results shows that the number of calculation steps that are used during a search can be reduced compared to matching methods that only uses the distance during the matching..

SammanfattningSyfte och frågeställningarSyftet med denna undersökning var att studera rörelsemönster och ingripanden hos en Allsvensk toppklubbs herrfotbollsmålvakter under matcher säsongen 2013. Studien är en fallstudie av deskriptiv karaktär. Följande frågeställningar formulerades:? Vilka aktioner används av målvakter i försvars- respektive anfallsspel?? Vilka faktorer och aktioner är det som inverkar mest på målvakten i samband med insläppta mål?MetodFör att besvara syftet och frågeställningarna har videoinspelningar av målvakters agerande under matcher gjorts. Studien omfattade tre herrmålvakter i en Allsvensk toppklubb under säsongen 2013.

Syfte och frågeställningarSyftet var att beskriva, förklara och jämföra hur ofta elitjuniorlag inom ishockey och handboll använder sig av idrottspsykologiska färdigheter. (1) Hur ofta använder sig spelare av idrottspsykologiska färdigheter? (2) Hur ofta uppmuntrar tränarna spelarna att använda idrottspsykologiska färdigheter? (3) Finns det ett samband mellan tränarens uppmuntran av idrottspsykologiska färdigheter vid träning och match, samt hur ofta spelarna använder dem? (4) Finns det ett samband mellan hur ofta spelarna använder idrottspsykologiska färdigheter vid träning och match, samt med deras självförtroende?MetodUrvalet bestod av 122 ishockey- och 89 handbollsspelare som hade en medelålder på 16,9 år samt 8 ishockey- och 6 handbollstränare som hade en medelåldern på 39,2 år. Respondenterna som alla var manliga besvarade enkäterna Test of Performance Strategies (Hardy, Roberts, Thomas & Murphy 2010; Thomas, Murphy & Hardy 1999) som undersöker hur ofta idrottare använder idrottspsykologiska färdigheter vid träning och match, samt Trait Sport Confidence Inventory (Vealey 1986) som undersöker självförtroendet hos idrottare.ResultatResultaten visade att både spelare och tränare använde idrottspsykologiska färdigheter oftare vid match än träning. Ishockeyspelarna och tränarna hade mer erfarenhet av idrottspsykologi och använde också färdigheter oftare än handbollsspelarna och tränarna.

AimThe aim of this study was to investigate if the Swedish elite soccer teams, both males and females, have preventive strategies to reduce the risk of muscular injuries in the posterior thigh.MethodA survey was created and sent by mail to all (n=28) Swedish elite soccer teams in allsvenskan (both males and females) to be answered by the head of physical exercise within each team. A pilot study regarding the survey was performed by two soccer coaches on elite level and was revised afterwards. The survey was conducted between May through July 2013. In total, 18 soccer teams participated in this survey.Results10 soccer teams did not respond to the survey, which resulted in a drop out of 36%. Preventive strategies to reduce the risk of muscular injuries in the posterior thigh existed in 16 of the teams.

The purpose of this essay is to examine for the age discrimination towards older people in the working life. The essay practice EU-law and national law to examine the age discrimination. It also looks for the limits towards age discrimination. A presentation of the rules will make it easier to see how employers are possible to get around the ban against age discrimination. This essay also illustrates how age discrimination emerges in recruitment processes and then how to discourage age discrimination.

The Swedish Armed Forces have undergone a significant change where we have gone from recruitment through duty and replaced it with a voluntary based defence. Across Europe, countries that have undergone the same type of change demonstrate change in the quality of those recruited. The focus in this paper is how recruitment quality looks in Sweden after three years of volunteer based defence and if officers at P7 can see a change in quality on those recruited. This work aims to investigate whether soldier quality has changed from conscription recruited to voluntary recruited soldiers. The question that the work tries to answer is whether one can see a change in quality in soldiers and in that case how.The result can be summarized as one begins to see a change in recruiting quality but it is not something that is visible at the regiments.

The value of a company's employees is considered to be higher and more important for a business success than ever. Losing employees is not only a loss of valuable knowledge, it also implies a significant cost related to the recruitment of new employees. To attract potential personnel, it is important for the companies to understand how to communicate with talents. Choosing a communication medium for a job advertisement is not easy when new options constantly arise. Despite the development of new communication mediums and channels, such as social mediums, the traditional communication medias still remain available.

The purpose of this essay is to investigate how consumer advertising has an effect on other groups than the intended, the so-called extended audience of advertising. Previous research shows that consumer advertising can influence investors and employees of a company as well as affect the attractiveness of a company as a potential employer. In addition, research shows that more perceived cognitive effort in advertising results in positive signaling effects for consumers. This study aims to further build on these concepts in order to gain additional understanding of how consumer advertising can influence extended audiences. More specifically, it examines if more (versus less) effort in advertising can improve the future prospects on the labor market for an employee of the advertising company, by looking at recruitment consultants as an extended audience.

The employment interview is an important part of the recruitment process because the recruiter then has a chance to form an opinion about the applicant as a person. The purpose with this study has been to examine if there are any differences between inhouse-recruiters and recruiting consultants concerning the employment interview and its assessment methods. Five inhouse-recruiters and five recruiting consultants have been interviewed on the basis of a manual. There are differences between the groups in 6 of the 17 themes that have been examined: purpose with the employment interview, private-, double- or panelinterview, length of the interview, personal chemistry, appearance and objectivity in the assessment. Many of the differences are caused by the fact that inhouse-recruiters recruit for their own organisation and recruiting consultants recruit for a client.

Because of the currently large recruitment needs within the Swedish nuclear powerindustry, it is necessary to recruit trainers from other recruitment groups than that ofexperienced operators at nuclear power plants. The foundation for a trainingprogram regarding these recruitment groups, here called ?aspirants?, has in this thesisbeen prepared. It contains a suggestion for main topics in the program. It also includesdiscussion on the balance between forms of education and a concrete example ofhow a lesson could be performed.These suggestions has been developed through analysis of interviews and surveyresponses from student groups most suited for the propositioned trainee program,and individuals with service as a trainer or closely linked to training activities withinthe industry.The analysis suggests that the candidates gets, besides the opportunity to practice asoperating staff before the theoretical training begins, a training program, tightly boundto the power plant with multiple instances of practice and the chance of going intothe power plant and see how things that are being raised in theory, look in real life.The practice, in addition to helping to create an understanding of the plant, it will facilitate networking with the operations staff to build a relationship and trust.Candidates should have plenty of opportunity to educate and see both other aspirantsand experienced trainers train.