In order to be able to Change, to maintain competitiveness as a company in a world where rapid Changes is part of the daily life, it is crucial to have knowledge and methods in how to Change. One method, originally developed in Finland, is the Change Laboratory. This method is said to be efficient, not only concerning Change aspects but also learning, since Change and learning in this method is intertwined. This Master Thesis (20p.) tells about the process of conducting a Change Laboratory with a Swedish high-tech company and analyses factors in the process that makes Change possible..

In order to be able to Change, to maintain competitiveness as a company in a world where rapid Changes is part of the daily life, it is crucial to have knowledge and methods in how to Change. One method, originally developed in Finland, is the Change Laboratory. This method is said to be efficient, not only concerning Change aspects but also learning, since Change and learning in this method is intertwined. This Master Thesis (20p.) tells about the process of conducting a Change Laboratory with a Swedish high-tech company and analyses factors in the process that makes Change possible..

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.

Several theoretical models of Change exist concerning attachment, but an integrated view and knowledge of the role separate factors of Change play for the individual is lacking. This phenomenon is hereby studied by semi-structured interviews of 20 persons. Change and factors of Change are examined statistically with affectregulation as measure of attachment. The results show that these individuals´ Changes are small and mostly towards secure attachment. Metacognition is related to greater Change towards secure attachment.

Globalization has among other tendencies led to the emergence of new ways of doing business. One of the ways for organizations to meet the demands of a new competitive landscape has been through management accounting Change, a field which has become increasingly popular in research. This paper builds on that research and seeks to investigate the case of the implementation of a new management accounting system in a Swedish company which was triggered by strategic Change. Commonality through the interactive approach is by some researchers seen as a key to successful Change. This approach is contrasted to the importance of symbolic constructs and Change recipients? cognitive effort to understand the meaning of Change for which Framing theory is applied.

The purpose of this study was to examine the relation between self-determination theory and its three basic needs: competence, autonomy and relatedness, and commitment to Change in an organizational Change. Another purpose was to examine if the quality of the communication and the effects on the organization and way to work can predict commitment to Change. Considering that organizational Changes is very common today there is an interest to ease and improve the Change process. The survey contained the scales Commitment to Change scale and Basic need satisfaction at work scale and the participants were 39 office-workers who recently had gone through an organizational Change. The result indicated that it?s possible to predict commitment to Change from self-determination theory, communication and effects on organization and way to work.

In 2003 the deciding political council in Bromölla municipality requested that an overhaul on the committee and public administration structure should be conducted. In the report Bromölla was characterized as a traditional organization with a low degree of Change. This case study will examine why the organization previously has been reluctant to Change its structure and why they are willing to do so now. In the pursuit of this objective I conducted document studies, interviews and observations. I have used theories on, institutional Change and organizational culture to enlighten this.My findings shows that the traditionalists within the organization has greatly affected this reluctance towards Change, in the deciding council 39 % of the representatives are 60 years or older.

In 2003 the deciding political council in Bromölla municipality requested that an overhaul on the committee and public administration structure should be conducted. In the report Bromölla was characterized as a traditional organization with a low degree of Change. This case study will examine why the organization previously has been reluctant to Change its structure and why they are willing to do so now. In the pursuit of this objective I conducted document studies, interviews and observations. I have used theories on, institutional Change and organizational culture to enlighten this.My findings shows that the traditionalists within the organization has greatly affected this reluctance towards Change, in the deciding council 39 % of the representatives are 60 years or older.

When an organisation is going through a work of Change, it is highly important that both management and employees has a healthy communication in order to make everybody feel involved. It is then important to be observant for both the managements and employees thoughts and ideas.This study has been performed on an upper secondary school which is performing a work of Change. The Change has divided the employees in three different groups. One, which thinks the Change have evolved the organisation to something better. The second group of people means that it is preventing individual development of competence.

The UN has a goal to gender-mainstream all politics, but its politics in climate Change is not gender-sensitive. The Swedish government has the same goal concerning gender mainstreaming, but does the Swedish politics of climate Change reach this goal? The aim of this paper is to examine the relations between the Swedish politics of gender and climate Change. In addition, the aim is also to investigate how gender is constructed in the climate politics. To reach these aims, an institutional, policy and gender analysis is used.

This thesis aims to describe and characterise the foreign policy Change the United States has experienced towards Europe. This thesis claims that the United States is presenting a more supportive attitude today towards the development of the European Union. This more positive attitude has developed during successive U.S. administrations and has become visible since the end of the Cold War.Washington is today less ambiguous and less ambivalent towards the integration of Europe. The United States appreciate that a common foreign- and security policy in Europe is in accordance with American interests.

When an organisation is going through a work of Change, it is highly important that both management and employees has a healthy communication in order to make everybody feel involved. It is then important to be observant for both the managements and employees thoughts and ideas.This study has been performed on an upper secondary school which is performing a work of Change. The Change has divided the employees in three different groups. One, which thinks the Change have evolved the organisation to something better. The second group of people means that it is preventing individual development of competence.

The increasing competition is making increasing demands of today's businesses to be Changeable. Change projects have therefore become increasingly common in order to satisfy market expectations. These projects have often proved difficult to implement and fail rather than succeed. There are many people who reflect on why this is and theorists are increasingly reasoning about the importance of communication in the Change process. This is something that has given rise to a new area of expertise called Change management.

University of VäxjöSchool of Social SciencesBachelor Thesis in Political ScienceTitle: ?Sverigedemokraternas valframgångar 2006 ? En ulv i fårakläder??Author: Emma Haraldsson and Åsa NeuschützTutor: Emil UddhammarThe aim of this study is to explain Sverigedemokraterna?s electoral success in 2006 and the essay assumes that some form of Change has occurred. To study this Change two hypotheses have been constructed. The first hypothesis concerns the Change within Sverigedemokraterna and the second hypothesis concerns the Change of the Swedish voters attitudes.Kirchheimers catch-all theory is used to explain the Change in Sverigedemokraterna. The catch-all theory states that parties have to Change their structure to maximise the number of votes.

This study takes place within a publicly owned art producing organization and dwells on the problems of a Change process that the organization was involved in. Both leaders and staff were disappointed by the way the Change process had developed. The management team explained the outcome by referring to the uniqueness of working with artists who constantly put their own personal objectives before the benefit of the whole. The aim of this study is to find a complementary explanation to the one the management team provided us with; an explanation that can help in the understanding of the dynamics of a Change process. Can perhaps theories on information, communication and Change processes give an alternative explanation to why the Change process faltered? To investigate this, we have used a qualitative single case study.