This essay illustrates the rules and procedures when it comes to inclusive labor markets. In Sweden we have a labor market program called entry-level jobs, which makes it easier for immigrants to get work since our public employment agency pay remuneration to the employers.In this essay I am answering the following questions:How does the work of our public employment agency and trade union looks like before, during and after an employee has gotten a subsidized employment called entry-level job, and in which way can this work be improved if necessary?How extensive do entry-level jobs contribute to increased integration and establishment on the labor market for newly arrived immigrants?How does the Swedish measure on entry-level jobs approach within the scope of European regulations about measures for inclusive labor market?To find answers to my questions I have used social science methodology and juridical method. I have performed document studies and interviews with concerned parts.The conclusion of above subordinated questions is that we need to extend the Swedish laws covering entry-level jobs so that the concerned parts know which assignments they will be responsible for when problems emerge on a workplace.When it comes to if entry-level jobs contribute to increase integration and establishment on the labor market it seems to be more important to integrate the immigrants quickly, and with which quality it is made does not seems to matter. The public employment agency has to emphasize the importance of Swedish language so that the employees can be independent from authorities in the future.

The aim of this study was to investigate emotions and emotion regulation of a downsizing in an industrial company. The sample consisted of persons who had experienced a downsizing but have kept the employment, within a same position or being transferred to another one. Data consisted of two focus group interviews, analysed by an inductive thematic analysis. The results have indicated that emotional reactions changed over time as well the emotional regulation did during the different phases. The groups differed in emotional reaction related to the time of decision regarding the retention of employment.

The aim of this study is to examine the factors that motivate people to seek employment at a start-up company. We have conducted a qualitative study by interviewing ten people at six different start-up companies in Stockholm. Empirical findings show that the interviewed are mainly motivated by the possibility to work with challenging work tasks and the possibility to influence and acquire responsibility. Furthermore, status and other self-fulfilment factors such as building something from scratch that can create value and the possibility for a potential ownership is also contributing to the interviewed motivation to seek employment at a start-up. Factors such as an attractive labour market and a possibility to take a temporary break from the university, have contributed to the overall low risk perception of working at a start-up company.

SammanfattningSyftet med vår studie var att undersöka vilket stöd personer med funktionsnedsättningen Aspergers syndrom själva uppgav att de behövde samt deras egna upplevelser av delaktighet på arbetsmarknaden. I studien har vi gjort nio kvalitativa intervjuer med personer som har Aspergers syndrom. Frågeställningarna har avsett att beskriva deras egen syn på arbete och stöd i samband med detta samt svårigheter de upplevt. Flera uppgav att de har saknat ett naturligt stöd på arbetsplatserna som kunde hjälpa dem att strukturera och begränsa arbetsuppgifterna. Vi har i analysen använt teorin om Supported Employment.

The main purpose for this thesis is to investigate why female academics choose to work as temporary workers. Through profound interviews I look at the reasons the women gives to why the have chosen the role as a consultant but also why they choose to stay on in the position. I?m relating their answers to widely spread theories about gender and social structures. I also investigate theories about job satisfaction and how these women?s answers can be interpreted from these theories.

Variations in fertility have caused a problematic situation in Sweden among other European countries. According to the Council of Europe we are facing an economic and demographic challenge, when the baby boomers of the 1940?s are retiring. Economists have for a long time studied the connection between economic factors and fertility, and several studies have found a correlation between business cycles and birth rates. This connection is again of current interest 2008, when a financial bubble bursts at the same time as a baby boom occurs.

This qualitative study aims to examine what career opportunities the Swedish employment service Arbetsförmedlingen can provide, as well as how the employees perceive their career development opportunities. Furthermore, we have touched on what it is that makes employees feel satisfied with their job and workplace, and also stay in the organization. The study was conducted on one of Arbetsförmedlingen?s offices in northern Sweden and the informants consisted of six employment agents, an executive assistant and a head of division. The result of the study has been analyzed using theories within the field of career development.

Age is one of two new discriminatory grounds in Swedish law. EU took official position against age discrimination by means of Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and occupation. From January the 1st 2009 it is, by Diskrimineringslag (2008:567), illegal in Sweden to discriminate anyone based on age. The law covers all age groups and is applicable to various fields in society. Age differ from other discriminatory grounds since everyone has an age.

Previous research has shown that there is a relationship between trust and organizational commitment. Our research questions were if the three trust-variables ability, benevolence and integrity predict organizational commitment differently. Further we examined if the length of employment affected the relationship between benevolence and organizational commitment. Due to the fact that past studies has shown that benevolence develop during a longer period of time than do the other trust-variables. We made a survey using questionnaires (n=50) in a ?caretaking facility? and using a multiple regression analysis we found that ability was a significant predictor (p=0.032) for organizational commitment.

Since several rules of law have a consideration of age, the Swedish labor law collides in many ways with the prohibition of age discrimination. The employment directives of EU were implemented in the member countries after the shift of the millennium. Sweden was the last member to introduce age as a ground of discrimination in its legislation. The purpose of this thesis is to investigate whether the Swedish regulations, regarding age discrimination and its application, is compatible with the EU.  The aim is also to investigate what is required to exclude the prohibition of age discrimination. The labor law provisions concerning the retirement age given in 32 a and 33 §§ LAS, priority rules according to 22 § LAS and the collectively agreed holiday benefit, which is regulated according to a worker's age, is to be investigated to see if they actually qualify for the exclusion of the prohibition against age discrimination. Furthermore, the paper intends to describe if the Swedish legislation has taken account of the research available on the subject of "age" and ?age discrimination?.

I dagens samhälle finns det ett antal arbetstagare som har anställning på begränsad tid. Denna uppsats utreder regleringarna kring visstidsanställningar samt vilket förhållande som finns mellan visstidsanställningar och samhället. Fokus i detta arbete är att undersöka hur visstidsanställningar regleras och hur dessa inverkar på individer i Sverige. För att få full förståelse behandlar uppsatsen vidare EU:s syn på Sveriges reglering av visstidsanställda. Samhällets utveckling behandlas kort för att nå en djupare kännedom om behovet av visstidsanställningar i Sverige.

Bakgrund Studien är en utvärdering av ett projekt som startades upp i augusti 2006 för att möta de nya krav som ställs, av de intellektuellt funktionshindrade, på bättre sysselsättning alternativt arbetstillfällen. Syfte Syftet med studien är att ta reda på hur projekt Språngets mål har uppfyllts. Vi vill ta reda på hur projekt Språngets metoder/arbetssätt sett ut och hur det har upplevts ur coachernas och kontaktpersonernas perspektiv. Frågeställningar För att svara på syftet har vi använt oss av tre frågeställningar:? Hur ser arbetssättet ut som används i projektet?? Hur upplevs projektets arbetssätt ur coachernas och kontaktpersonernas perspektiv?? Vilka resultat har uppnåtts genom projektet?Metod Studien har en hermeneutisk ansats och är en kvalitativ utvärdering som har genomförts med hjälp av intervjuer.

Motivation, in an organizational context, is about whether the employees feel that their work is worthwhile, satisfactory and that there are opportunities for further development within the organization. However, motivation can be affected by a number of factors that originate from the employees? characteristics, the characteristics of the situation and the individuals perception of that situation. A factor that could lead to a low level of motivation is if the employee feels that his work is monotonous.Thus the purpose was to study the factors that lead to motivation and job satisfaction in a working environment that generally is considered monotonous and dull by investigating the target group cashiers at two Swedish grocery stores called Ica Kvantum and Coop Forum.In this study a quantitative method was used by the design of a questionnaire. The questionnaire was used to get a general idea of the factors that the respondents consider motivating in their work.The results and the analysis of the questionnaire show that you really cannot make any general conclusions since there are many different factors that lead to motivation depending on who you are as an individual and in what phase of life one finds oneself.

ABSTRAKTPersoner med psykiskt funktionshinder ärden persongrupp som statistiskt sett har minst chans att komma ut i arbete. Enarbetsrehabiliteringsmetod som enligt internationell forskning visat sig varaden mest effektiva för dessa personer är Individual Placement and Support(IPS), men kunskap om hur metoden fungerar i Sverige är ännu bristfällig.Syftet var att belysa IPS-coachers uppfattning om vad som påverkat arbetsrehabiliteringenför klienter med psykiskt funktionshinder inom två IPS-program i norraSverige.  Metoden som användes var attanalysera åtta IPS-coachers dokumentation kring 65 klientersarbetsrehabilitering under totalt två år med hjälp av kvalitativinnehållsanalys. Ett övergripande tema kunde skapas ?Motivation och förmåga att se värdet av IPS möjliggör en fungerandearbetsrehabilitering?, som bestod av de fyra huvudkategorierna: ?Klientcentrerat arbetssätt för att skapa ochupprätthålla klientens motivation, ?Klientens hälsa, livssituation ochstrategier för konstruktiv anpassning?, ?Betingelser för lämplig arbetsplats? och ?Spelregler i samarbetet?. Upprätthållandetav motivation visade sig vara mycket komplext då det påverkas av så mångaaspekter och för personer med psykiskt funktionshinder kan det vara extrasvårt.

The purpose of this work is to find out how present manager contracts are set up in Landstinget Västmanland (the county council of Västmanland), explore managers? perception of these contracts and why managers have chosen leadership. The work has also reviewed the question if managers need to have a relationship or expertise to the activities they lead and which qualifications are needed in such case. The survey was conducted in two divisions in which nine interviews were held with managers at all levels. In addition to this a questionnaire including the 87 managers in the divisions were held.