The work organization variable control and the individual characteristic psychological Flexibility are two concepts that affect employees? well-being at work.This cross-­sectional study examined the extent to which these variables correlated with burnout, mental health and job satisfaction among homecare workers in Sweden (N=68). As hypothesized, results showed that both control and psychological Flexibility were associated with burnout and job satisfaction. Findings also showed that psychological Flexibility was associated with mental health. Moreover, the results indicated that there is an interaction effect between control and psychological Flexibility in relation to these variables.

Upon marketing the system in Europe and the USA cost savings generated from reduced work force have been prevailing. Since the cost of labour is much lower in the Asia Pacific region other factors have to be stressed. The parameters of Flexibility and quality assurance may however cover any initial investment in a production system. Our purpose is to value Flexibility and quality in a manufacturing context, applied to DAS, in order to use it in investment calculations. In order to make an adequate estimation of different companies, due to problems associated with acquiring correct figures, the Key Success Factors needs to be examined so that the gathering of numbers can be conducted with more focus.

Real options analysis is a method for assigning value to Flexibility in decisions, coming from uncertainty in future outcomes. This thesis ascertains to what degree this method is superior to traditional net present value analysis, with regards to ease of implementation in relation to the benefits from being able to measure the total value. Real options analysis is evaluated with a case study of the Swedish online gambling market, and conducted with the binomial framework of Copeland and Antikarov (2003). The authors find the sensible use of real options dependant on the specific situation to which it is applied, i.e. a certain degree of future uncertainty and managerial Flexibility is necessary for justification of the increased workload.

This qualitative study treats the construction and maintenance of balance between work and private life and how Flexibility in the workplace is perceived. The study was conducted using semi-structured interviews and these have been conducted in five large companies around Gothenburg. The analysis and results are based on the phenomenographic method approach and the final results were four themes: Balance, Flexibility, Combining family and work and lifelong learning with related subcategories. The result shows that the construction and maintenance of balance between work and personal life is something that is tied to the indi-viduals and the current situation in life. Two of the most common strategies to maintain a dis-tinction proved to be planning as well as other activities, in order to move the focus away from the work.

This study is about state officials who handle applications for sickness benefits and about municipal officials who handle applications for financial assistance. The purpose of this study is to explore the differences between the two professional roles regarding their conception about their exercise of authority, in terms of Flexibility, individual adjustment, empathy and legal security.The study has a qualitative approach and is based on structured interviews with two state officials and two municipal officials. The questions that this study aims to answer are:- Is there a difference between state officials and municipal officials regarding their experience and use of Flexibility? - Is there a difference between state officials and municipal officials regarding their perceptions of legal security, individual adjustment and empathy in their exercise of authority? - What kind of bureaucracy can you find in the two organizations?The results show that the state officials in this study have very limited Flexibility due to legislation which makes their exercise of authority neither empathic nor individual. The municipal officials in this study state in their turn that the law entails broad Flexibility and the opportunity for them to be empathic and to make individual decisions.

The Flexibility of the labour market is considered as an instrument for increasing economic growth.Therefore has the use of flexible employment, also called atypical employment, increased. The atypical employment is characterized by insecurity in comparison with a traditional permanent full- time employment. One of the most common atypical employments is the manning employment, which is insecure whether it is permanent or not. The insecurity in the industry is based on insecure income, unpredictable working hours and poor psychosocial work environment.In order to encourage a continued increase of Flexibility in the labour market while the need for security for staffing employees would be satisfied was Directive 2008:104 adopted. A certain amount of security has been achieved.

Background: In recent research literature, some researchers mean that companies in fast changing markets have to act proactively while others find that companies have to adapt to conditions and to react. This makes it interesting to study how software companies act strategically and also to study to what extent a flexible organisation is required by companies who proact and by those who react. Purpose: The purpose of this thesis is the study how different types of software companies act strategically and what this requires of the company in terms of Flexibility. Delimitation: The study treats only Swedish software companies with more than ten employees. Proceed of the Study: Representatives from four case companies as well as a consultant have been interviewed.

The Flexibility of the labour market is considered as an instrument for increasing economic growth.Therefore has the use of flexible employment, also called atypical employment, increased. The atypical employment is characterized by insecurity in comparison with a traditional permanent full- time employment. One of the most common atypical employments is the manning employment, which is insecure whether it is permanent or not. The insecurity in the industry is based on insecure income, unpredictable working hours and poor psychosocial work environment.In order to encourage a continued increase of Flexibility in the labour market while the need for security for staffing employees would be satisfied was Directive 2008:104 adopted. A certain amount of security has been achieved.

This Bachelor-paper is an investigation of organisational Flexibility in Swedish andPolish television companies. The essay is based on four main questions which is thananalysed by looking at different categories that defines a flexible organisationalstructure.The questions are:? What is the internal and external perceived judgment about the TV-channelsorganisational Flexibility?? What are the differences regarding Public service channels in Sweden andPoland as well as the differences between commercial channels?? What are the differences regarding public service- and commercial TVchannelsin Sweden as well as in Poland? Which of the companies are considered being the stronger and the weakest inan organisational Flexibility point of view?In order to answer these questions have we used following main theories.? Readiness for business process reengineering - Abdolvand, N. & Albadvi, A.& Ferdowsi, Z (2008)? Decisionprocess - Jacobsen D.I.

This paper is about the new methods and metrics used in industry and business today striving for better revenues and larger market shares. It investigates the relations between the old fordistic and tayloristic way of manufacturing and compares it to the models used in industry today for being competitive, seeking to please customers and becoming more flexible. More specific the paper is about if Six Sigma and lean production are the key for succeeding these days. SKF:s factory in Gothenburg and other companies will make an example for how these methods are used in practice.The aim is to try to answer if these systems with inherited tools and methods are the right way to get the Flexibility that is needed for being able to deliver the right goods to customers and market. For a company to be flexible decisions must be made fast and needed changes must be able to be done easy and without too large costs and investments.

This thesis examines why working time preferences differ between workers and nations, and explains the effect of working time regulation and working time Flexibility on negotiating work-life balance. In five separate sections the following working time issues are examined: the number of hours worked by workers in Europe; factors affecting individual working time preferences; how working time preferences are negotiated in the national industrial relations systems of Sweden, France and the United Kingdom; how the institutions of the European Union have influenced working time negotiations through the Working Time Directive; and the benefits and practices available to organisations implementing working time Flexibility. Broadly this paper views working time preferences as being a highly personal and influenced by factors such as wages, taxation, culture (national and workplace) and non-work responsibilities. It is argued that negotiating a preferred working time pattern is essential to achieving work-life balance and when such a balance is achieved, workers are more healthy, motivated and committed to their employer. Essentially this provides an incentive for businesses to voluntarily implement working time Flexibility beyond the regulatory standards..

Introduction: The world is changing rapidly and the uncertainty that characterizes today´s society makes companies preparations for the future crucial. Purpose: To examine how CEO:s in small companies look at the future and what kind of preparations they make in order to meet it. Hereby, our ambition is to find out whether there is a difference between companies working in industries characterized by different degrees of stability. Mode of procedure: The purpose of this thesis has been fulfilled by interviews with four CEO:s from industries characterized by different degrees of stability. Result: The companies working in relatively unstable environments tended to be relatively more flexible and have an emergent strategy formation process, whereas companies working in relatively stable environments displayed relatively less Flexibility and tended to have a planning strategy formation process..

The aims of the present study were to implement and evaluate a three-session Acceptance and Commitment Therapy (ACT) stress management intervention in a non-clinical group of university students (N = 25) and to investigate the importance of practice in an ACT-intervention. A design with pre-test and double post-test was chosen. A comparison was made between a nine-hour ACT-intervention containing practice for the participants, a two-hour lecture on ACT and stress management containing no practice for the participants and a control group. Psychological Flexibility was assessed with Acceptance and Action Questionnaire-2 and mindfulness was measured with Kentucky Inventory of Mindfulness Skills. Perceived stress level was measured with Perceived Stress Scale.

Flexible working conditions is used extensively in organizations today as a way tocreate Flexibility for the employer. Recently we?ve been reading in the newspapersthat this approach is a growing problem and the EU has warned Sweden twice thatabuse of these forms of employment must be stopped. The Government has recentlysubmitted a proposed rule change to reduce the possibility of stacking one temporarycontract after another. Borlänge kommun makes themselves more flexible with theintermittent employments.

This is a heuristic evaluation of Umeå university library?s Online Public Access Catalog (OPAC). It makes use of four of Nielsen?s ten heuristics, Flexibility and efficiency to use, match between the system and real world, visibility of system status, and aesthetic and minimalist design. The evaluation was done by having 3 evaluators inspect the interface individually, as per Nielsen?s (1990) recommendation of 3-5 evaluators.