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  • 1.
    Aarvaag, Evalinda
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Lindroth, Linda
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Konflikter, ogräs eller frön?: Arbetsplatskonflikter utifrån ett ledarskapsperspektiv2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The authors' joint commitment conflicts produced the idea to study highly-regarded leaders' perspective on workplace conflicts and their constructive resolution. Basically there was a curiosity about how such leaders resolve conflicts so effectively.

    Workplace conflicts are a major part of a leader´s time at work. While probably unavoidable, how conflicts are handled is crucial for the growth and development of an organization and its employees. There has been practical conflict management research from a leadership perspective, but the studies have had a quantitative focus. This study aims to examine the various ways respected managers address and resolve workplace conflicts. The study seeks to answer the following questions: What kinds of workplace conflict exist in an organization? What are the critical factors in conflicts? How are conflicts viewed constructive/destructive? What is a leader's role when managing/resolving workplace conflict? What abilities and qualities have leaders who manage conflict effectively?

    The study is based on a qualitative approach using semi-structured interviews. The material was thematic and coded. Results were analysed using the theoretical framework. The empirical data was analysed using Rahims (2002) theory of conflict management. Building on the results, the model which has been developed will be presented at the study’s conclusion.

    The study's analysis reveals that leaders who deal with conflicts constructively mastered the three main areas of concern, depending on the situation. These are people-oriented, task-oriented, and learning- and culture-oriented. The study's results also revealed that evasive and/or dominant leadership in particular creates barrier store solving conflict.

  • 2.
    Adamsson, Anna
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Karlsson, Yvonne
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Arbetslivsinriktad rehabilitering: Rehabiliteringsprocessen utifrån ett medarbetarperspektiv2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In today's society, the demands at work have increased and the employees are at the disposal

    of the organizations success. The working environment today can be perceived as a hot topic,

    and on this basis it may also appear that rehabilitation regarding return to work should be

    given a greater focus. It appears that it is a lack in rehabilitation at present moment, therefore

    greater efforts should occur to develop routines, working relationships and working

    techniques with the individual in focus. This study was conducted in a profit-producing

    company in Sweden and the purpose of the study is to get the company's vision and guidance

    documents regarding their rehabilitation process. Furthermore, the purpose is to describe how

    the individual experiences their rehabilitation process. This in order to finally compare these,

    to see how well the rehabilitation process works and how it is perceived by its employees. In

    conclusion, the purpose is to contribute to the company with possible improvement

    suggestions regarding the individual perspective in the rehabilitation process.

    This study is based on a qualitative method, where we have interviewed a person who holds

    rehabilitation responsibility for the company in question. In addition, interviews have been

    made with six employees who have gone through a rehabilitation process at the company. The

    result of this study has been analyzed based on the theoretical reference framework of this

    study. The empirical result showed that the individual in vocational rehabilitation is

    influenced by several factors at the workplace. The factors that we could discern in this study

    are how the approach takes place between employers and employees, partly through support

    and communication, but also how the rehabilitation work is experienced. The study also

    shows that the working conditions for the individual are important through job satisfaction

    and the work adjustment that has taken place during their rehabilitation. Another factor of

    influence for return to work are how much the individual has participate in their process and

    the importance of being able to influence in decisions. These factors are important in

    rehabilitation situations in order to generate a successful return to work.

  • 3.
    Ahlstrand, Roland
    et al.
    Malmö Högskola.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Corporate Social Responsibility in Connection with Business Closures and Downsizing: A Literature Review2017In: Contemporary Management Research, ISSN 1813-5498, Vol. 13, no 1, p. 53-78Article in journal (Refereed)
    Abstract [en]

    The aim of this paper was to review the research on corporate social responsibility (CSR) in connection with business closures and downsizing to identify gaps in our knowledge. The study consisted of a systematic review of 24 refereed articles. The review identified four themes in the literature on CSR in connection with business closure and downsizing, namely CSR, transition programs and the local community; CSR and business strategy; CSR, power and reputation; and lastly, other articles on CSR in connection with business closures and downsizing. The review revealed a lack of understanding of the reasons, outcomes and methodology of CSR development in connection with business closures and downsizing.

  • 4. Ahnberg, Elisabeth
    et al.
    Lundgren, Mats
    Dalarna University, School of Education and Humanities, Education.
    Messing, Jan
    von Schantz Lundgren, Ina
    Dalarna University, School of Education and Humanities, Education.
    Följeforskning som företeelse och följeforskarrollen som konkret praktik2010In: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, Vol. Nr 16, no 3, p. 55-66Article in journal (Refereed)
    Abstract [sv]

    Med utgångspunkt i fyra följeforskningsprocesser, där vi själva medverkat, diskuterar vi följeforskning som företeelse och rollen som följeforskare. Vår artikel ska ses som ett empiriskt exempel i anslutning till den debatt som Göran Brulin, Karin Sjöberg och Lennart Svensson initierade genom artikeln ”Gemensam kunskapsbildning för regional tillväxt”.

  • 5.
    Aho, Mikaela
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Vad är attraktivt arbete för personalen på ett vård-, och omsorgsföretag?2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    A common problem in the geriatric care is that it is difficult to recruit staff with the right

    qualifications. The number of unqualified increases in the industry despite a striving to have

    more people who are qualified. Research shows that the need for qualified people in the

    industry is increasing and the number of people studying to be nurses decreases. To attract

    employees requires that the company is considered to be attractive from the employees' point

    of view and also from a prospective employee's point of view. To study the problem, this

    survey has been made on one of the leading companies in the industry and the intention was

    to study whether the employees' view of attractive work was consistent with what their

    managers thought that their employees considered as attractive work.

    The survey was made on four different units through a questionnaire that employees have

    responded and the unit’s managers have been interviewed. The results of the survey showed

    that the manager’s view of attractive work was consistent with the employees' view of

    attractive work to a certain extent. Regional manager and assistant regional manager had a

    deeper understanding of what parts fail to appear as attractive employers

  • 6.
    Alam, Moudud
    et al.
    Dalarna University, School of Technology and Business Studies, Statistics.
    Carling, Kenneth
    Dalarna University, School of Technology and Business Studies, Statistics.
    Nääs, Ola
    Dalarna University, School of Technology and Business Studies, Statistics.
    Sommarjobb, arbetslivserfarenhet och framtida arbetsinkomst2015In: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, Vol. 21, no 4, p. 26-40Article in journal (Refereed)
    Abstract [sv]

    De flesta kommuner erbjuder sommarjobb till gymnasieungdomar. Vi har undersökt om denna arbetslivserfarenhet påverkar flickors framtida arbetsinkomster. Vi följde 1 447 flickor i fem till tolv år efter avslutat gymnasium. Flickorna hade under sitt första gymnasieår ansökt och slumpmässigt tilldelats sommarjobb av Falu kommun. Effekten av sommarjobbserfarenheten var positiv och betydande för dem.

  • 7.
    Alam, Moudud
    et al.
    Dalarna University, School of Technology and Business Studies, Statistics.
    Carling, Kenneth
    Dalarna University, School of Technology and Business Studies, Statistics.
    Nääs, Ola
    Dalarna University, School of Technology and Business Studies, Statistics.
    The program and treatment effect of summer jobs on girls’ post-schooling incomes2014Report (Other academic)
    Abstract [en]

    Public programs (of disputed effect) offering summer jobs or work while in high school to smooth the transition from school to work is commonplace. In this paper, 1447 girls in their first grade of high school between 1997-2003 and randomly allotted summer jobs via a program in Falun (Sweden) are followed 5-12 years after graduation. The program led to a substantially larger accumulation of income while in high school. The causal effect of the high school income on post-schooling incomes was substantial and statistically significant. The implied elasticity of 0.4 is however potentially inflated dueto heterogeneous effects.

  • 8.
    Alam, Moudud
    et al.
    Dalarna University, School of Technology and Business Studies, Statistics.
    Carling, Kenneth
    Dalarna University, School of Technology and Business Studies, Statistics.
    Nääs, Ola
    Dalarna University, School of Technology and Business Studies, Statistics.
    The program and treatment effect of summer jobs on girls’ post-schooling incomes2015In: Evaluation review, ISSN 0193-841X, E-ISSN 1552-3926, Vol. 39, no 3, p. 339-359Article in journal (Refereed)
    Abstract [en]

    Background: Public programs offering summer jobs to smooth the transition from school to work is commonplace. However, the empirical support for summer jobs is limited. This article exploits the availability of registered individual information and random allocation to summer jobs to provide empirical evidence on this issue. 

    Objectives: To identify the effect of summer job programs on the post-schooling incomes of the intended participants. Also to identify the effect of sophomore girls' high school work experience on their post-schooling incomes. 

    Research design: In this article, 1,447 sophomore girls from 1997 to 2003 are followed 5-12 years after graduation. They all applied to Falun municipality's (Sweden) summer job program, and about 25% of them were randomly allotted a job. The random allocation to a summer job is used to identify the causal effect of sophomore girls' high school income on their post-schooling incomes. 

    Subjects: All the 1,447 sophomore girls who applied to Falun municipality's summer job program during 1997-2003. 

    Measures: Annual post-schooling income is used as an outcome measure. The work experience of girls in high school is also measured in terms of total income while in high school. 

    Results: The program led to a substantially larger accumulation of income during high school as well as 19% higher post-schooling incomes. The high school income led to a post-schooling income elasticity of 0.37 which is, however, potentially heterogeneous with regard to academic ability. 

    Conclusions: Both the program effect and the causal effect of high school income on post-schooling incomes were substantial and statistically significant.

  • 9.
    Alsterlund, Erica
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Vad ska vi göra med den psykosociala arbetsmiljön?: En undersökning av den psykosociala arbetsmiljön och hur vi kan arbeta för att förbättra den.2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This thesis is based on a survey within a global organization. The purpose of the study is to

    elucidate and describe an HR department's experience of the psychosocial work environment.

    The starting point for this survey is that there are known factors that affect the psychosocial

    work environment. Furthermore, the study aimed to motivate the organization to work with

    the psychosocial work environment.

    The theory is that these factors are based on assumption that the psychosocial work

    environment is affected by excessive workload, lack of control, lack of recognition,

    community at work, role conflicts and conflicts of values (Åsberg, Grape, Nygren, Rohde,

    Wahlberg, & Währborg, 2010) (Thylefors, 2011). Skills and ability to influence the

    workplace are also important factors (Wreder, 2007). Knowledge, communication and good

    leadership is therefore the foundation for a viable psychosocial work environment.

    The survey is based on a deductive approach, in which participants initially putting a value of

    factors through a quantitative survey, for a few weeks later to discuss the factors of

    qualitative focus groups. The purpose of the survey was to obtain an anonymous individual

    estimation of the experience, while the purpose of the focus groups was to obtain deeper

    information about the experience and how employees perceive that the psychosocial work

    environment can be improved.

    The results were interpreted based on the theory and several factors had the potential to be

    improved. To conduct an adequate work environment, it is important to identify the factors

    and work with them in a way that the employees perceive current. Furthermore, it is

    important for the organisations to work with the psychosocial working from an organizational

    perspective, and not just primarily the individual perspective.

  • 10.
    Andersson, Ing-Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Gunnarsson, Kristina
    Uppsala universitet, Department of Occupational and Environmental Medicine .
    Hedlund, Ann
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Young people’s attitudes to attractive work, during and after upper secondary school2017In: Nordic Journal of Working Life Studies, ISSN 2245-0157, E-ISSN 2245-0157, Vol. 7, no 1, p. 55-68Article in journal (Refereed)
  • 11.
    Andersson, Ing-Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Gunnarsson, Kristina
    Arbets- och miljömedicin Institutionen för medicinska vetenskaper Uppsala Universitet.
    Hedlund, Ann
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Young peoples’ entrance to the workplace: Introduction to occupational health and safety2016Report (Other academic)
    Abstract [en]

    Negative outcomes of a poor work environment are more frequent among young workers. The aim of the current study was to study former pupils’ conditions concerning occupational health and safety by investigating the workplaces’, safety climate, the degree of implementation of SWEM and the their introduction programs.

    Four branches were included in the study: Industrial, Restaurant, Transport and Handicraft, specialising in wood. Semi-structured dialogues were undertaken with 15 employers at companies in which former pupils were employed. They also answered a questionnaire about SWEM. Former pupils and experienced employees were upon the same occasion asked to fill in a questionnaire about safety climate at the workplace.

    Workplace introduction programs varied and were strongly linked to company size. Most of the former pupils and experienced employees rated the safety climate at their company as high, or good. Employers in three of the branches rated the SWEM implemented at their workplaces to be effective.

    The Industry companies, which had the largest workplaces, gave the most systematic and workplace introduction for new employees. There are no results from this study explaining the fact that young workers have a higher risk for workplace accidents.

  • 12.
    Andersson, Ing-Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Gunnarsson, Kristina
    Uppsala University.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Role of headmasters, teachers and supervisors in knowledge transfer about occupational health and safety to pupils in vocational education2015In: SH@W Safety and Health at Work, ISSN 2093-7911, E-ISSN 2093-7997, Vol. 6, no 4, p. 317-323Article in journal (Refereed)
    Abstract [en]

    Background Young people are at an increased risk for illness in working life. The authorities stipulate certain goals for training in occupational health and safety (OHS) in vocational schools. A previous study concluded that pupils in vocational education had limited knowledge in the prevention of health risks at work. The aim of the current study, therefore, was to study how OHS training is organized in school and in workplace-based learning (WPL).

     

    Method The study design featured a qualitative approach, which included interviews with 12 headmasters, 20 teachers, and 20 supervisors at companies in which the pupils had their WPL. The study was conducted at 10 upper secondary schools, located in Central Sweden, that were graduating pupils in four vocational programs.

     

    Result The interviews with headmasters, teachers, and supervisors indicate a staggered picture of how pupils are prepared for safe work. The headmasters generally give teachers the responsibility for how goals should be reached. Teaching is very much based on risk factors that are present in the workshops and on teachers’ own experiences and knowledge. The teaching during WPL also lacks the systematic training in OHS as well as in the traditional classroom environment.

     

    Conclusion Teachers and supervisors did not plan the training in OHS in accordance with the provisions of systematic work environment management. Instead, the teachers based the training on their own experiences. Most of the supervisors did not get information from the schools as to what should be included when introducing OHS issues in WPL.

  • 13.
    Andersson, Ing-Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Gunnarsson, Kristina
    Arbets och miljömedicin Uppsala universitet.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Moström Åberg, Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Knowledge and Experiences of Risks among Pupils in Vocational Education2014In: SH@W Safety and Health at Work, ISSN 2093-7911, E-ISSN 2093-7997, Vol. 5, no 3, p. 140-146Article in journal (Refereed)
  • 14.
    Andersson, Ing-Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Hedlund, Ann
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Branschråd inom Focus InnoWents profilområden: Turism/besöksnäring, Materialutveckling, Energi & Miljö, samt IT & Media2012Report (Other academic)
    Abstract [sv]

    Denna rapport har skrivits på uppdrag av Focus InnoWent och är baserad på samtal med representanter för profilområdena Turism/besöksnäring, Materialutveckling, Energi & Miljö samt IT & Media vid Högskolan Dalarna. Syftena är att kartlägga aktuella branschrådskontakter inom respektive profilområde och att fånga upp respektive profilområdes önskade behov av nya projekt med inriktning mot området Attraktivt Arbete. Andra nätverk och näringslivskontakter har också dokumenterats. Undersökningen har genomfört i form av samtal utgående från en samtalsmall. Följande områden har berörts – branschråd, andra nätverk, alumni och Attraktivt Arbete. Arbetet har sammanfattats i några rekommendationer inom samma områden.

  • 15.
    Andersson, Ing-Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Gunnarsson, Kristina
    Uppsala University.
    What pupils in vocational schools learn about risk at work2015Conference paper (Other academic)
    Abstract [en]

    Negative health effects because of poor work environment is more common among young workers compared to older. One explanation might be that younger ones have a low awareness of risk, a lack of safety training, and inadequate introductions to the work. A study has been made focusing on the pupils in vocational schools knowledge and experiences about potential work environment risks in their future work. Questionnaires were distributed to 239 pupils in ten Swedish upper secondary schools’ graduating classes in four vocational programs focusing on basic knowledge about health risks at work as well as the work environment legislation. The programs were the Industrial Technology Program, the Restaurant Management and Food Program, the Transport Program, and the Handicraft Program (in which students specialize in wood). The results from the questionnaires were followed up with focus group discussions. The results showed that the pupils in general had limited knowledge that employers must, by law, conduct risk analyses and prevent risks. It was common that they mentioned themselves as the main responsible to work safe and was not clear about the employers’ duty to arrange for safe work. Pupils in all programs mentioned acute risk as the biggest risk at work. It was concluded that a systematic approach to pupils’ training in work environment is lacking. The results indicates a clear gap between what knowledge the pupils are offered and what’s intended by laws as well as state-of-the-art in occupational health risk research.

  • 16.
    Andersson, Malin
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Reine, Lisa
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    ”Ska jag jobba med en ny, gud vad jobbigt. Dom kan ju ingenting”: En undersökning om socialisationsprocesser för nyanställda2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Recruitment needs in Swedish health care are the basis of this study. The requirements are

    increasing according to SKL (2015) and the lack of staff leads to competition for labour

    among organisations. Better knowledge and understanding of human socialisation would help

    to solve the problem, with a focus in the workplace in order to facilitate the organisation's

    management to retain staff.

    Further research is needed regarding managerial support and colleague relationships, and the

    impact they have on the socialisation of new employees. The aim of this study is to examine

    how a company in the health care sector works with the socialisation of new employees by

    focusing on social relationships and managerial support.

    Research involving the socialisation of new employees highlights colleagues as a tool to gain

    access to important resources, for example: tacit knowledge. Managers need to be present and

    give feedback, organisational culture influences as part of the organisation's personality.

    The study consists of abductive and qualitative interviews, with focus on individual

    interpretation and experience of their socialisation within the company. Eleven interviews

    were conducted, with four managers and seven new employees participating in the study.

    The result of the interviews have been analysed using a theoretical framework. We have

    concluded that manager awareness of what the individual goes through, during their

    socialisation process, affects the managerial support given to the new employees. Colleagues

    are important resources and not just a tool for new employees, without also needing to take on

    a large responsibility for individuals introduced to the social environment in the workplace.

    However, the new employees also need to be open and active in order to receive support from

    their colleagues. For the staff to share the organisational culture, they need to be involved in

    the changes and common purposes, which permeate the entire operation. To achieve the

    successful assimilation of a new employee into such an environment requires a company to be

    fully aware of the social development structure within its own organisation. Working closely

    with the Human Resources' department, playing a large part in the success of the socialization

    process.

  • 17.
    Andersson, Tina
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Berglöf, Sara
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Platschefen ur ett hållbarhetsperspektiv: En studie inom små- och medelstora byggföretag2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study was to increase understanding of the role of the site manager in small and medium-sized construction companies from a sustainability perspective. We have investigated which areas of responsibility and internal support a site manager can have, how the psychosocial work environment for the site manager is and what competences and experiences are requested from a site manager. Furthermore, we have investigated whether there is strategic competence supply of site managers.

    The results show that small and medium-sized construction companies in Dalarna find it difficult to recruit site managers and in the case of recruitment, they preferably seek candidates with experience of being a site manager. Furthermore, they protect their current corporate culture. The responsibilities for a site manager are many, however, internal support is available. Several of the construction companies find the psychosocial work environment difficult to handle. Additionally, each of the respondents identify that the greatest health risk for a site manager is currently stress.

    The method used was qualitative and the empirical material was collected through semi structured interviews. Five respondents participated in the study and all held corporate leading positions in their respective companies, with good knowledge of the role of the site manager. The empirical material was analyzed and discussed based on previous research and theories.

    The conclusion of this study is that the role of the site manager is not maintained from a sustainable perspective, as the demands on the already existing site managers increase whilst new abilities doesn’t get access to the role due to lack of experience.

  • 18.
    Antonsson, Victoria
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Enberg, Terese
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Arbetsmiljö: Med fokus ur ett könsperspektiv2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    To achieve a good work environment, the employer and the employee jointly cooperate under the Work Environment Act. This study has been performed in an industrial company with a view to examining the working environment and occupational injuries differs between men and women. In order to achieve a credible and reliable result, three different methods were used, such as interviews, participant observation and information from the company's IA system. The result shows that there are equally large differences between women and men today as it did a few years ago. Something else that was discovered was that there are many unreported when it comes to reporting the safety conversations, incidents and accidents in the company's IA sys-tem. After analyzing the collected empirical material was concluded that women do not get injuries easily than men, but it depends on the culture, norms and values in the industry. The company is working in the right way in terms of safety, equipment, ergonomics and more, still short right up to the employees. Culture, norms and values affect both working conditions and working environment, and for the success of their work environment, the company must be able to turn this around.

  • 19.
    Anåker, Sara
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Bergqvist, Thomas
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    När behövs HR?: En kvalitativ studie om när HR-funktionen kan behövas inom organisationer2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study has the purpose of examining if there is an answer to the question

    When is HR needed? The material in this study is based on five semi-structured interviews and two group interviews with people which are working with HR-related duties within small and medium-sized organizations in Dalarna county. The theoretical frame of reference in this study discusses the following areas: HR/HRM, strategic HRM, HR in small and medium-sized organizations, leadership, communication and Employer Brand. The reasoning behind choosing several different areas is that the main area of the study looks to be relatively unexplored, thus is the theoretical frame of reference shaped out of areas which are considered to have an impact on the question When is HR needed? The result of this study shows that there probably is no concrete answer to this question. What the results do show is that there are several areas which have an impact on the question and which are recurrent with all the interviewed organizations. These are: economics, communication, support from outside the company, stress on managers with a particular focus on labor law, and the organizations’ capacity to attract workforce. The result of the study has ultimately been compiled into a model which has the purpose of functioning as a form of checklist that organizations can use to help them appraise if they should consider establishing an HR-function.

  • 20.
    Aronsson, Linda
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Negativa förändringar på en arbetsplats: En studie i hur man hanterar införandet av en organisationsförändring som inte gillas av medarbetarna2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The background to the study is based on a demonstration by Union representatives, in Borlänge in 2013. They were demonstrating against changes in working hours in the social sector in Borlänge municipality. One of the affected groups were employees of dementia the accommodation Hessegården. The protesters were not satisfied with the decision because they considered that the working hours would be worse for them.

    The aim of the study was to find out how employees and their work is affected by such a decision and highlight the aspects which may hinder or help for this issue.

    Method: I chose to carry out the study through a case study and using a qualitative method and hence the use of interviews, semi-structured interviews from some of the employees at Hessegården. Data and theory gathered through literature and previous research.

    The results showed that the majority of people did not like the change in working hours and that they felt that their work has become a bit more difficult and stressful after the introduction of the change. It was also mixed views on how the information about the change to and how the boss handled the situation.

    Conclusion: the interviews and the study showed that employees were negatively affected by the introduction of the new working hours. Both at their workplace, in their work, and in his spare time in his everyday life. Family and friends were affected by it were working more shifts and the residents were affected by stress and insecurity in their everyday lives.

  • 21.
    Arping, Anna
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Reimer, Klara
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    “I det här yrket behöver man vara tolerant”: En triangulering om sjuksköterskors erfarenheter avsexuella trakasserier och organisatoriskt arbete.2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The interest in conducting the study was raised in the autumn of 2017 when the

    #metoo

    movement spread on social media and a large number of individuals witnessed their

    vulnerability to sexual harassment at their workplaces. The movement certifies sexual

    harassment in a number of industries, where our interest was raised to investigate the nurse's

    experiences of sexual harassment.

    Past studies that constitute the research front are focused on the individual and the individual

    consequences of sexual harassment. The knowledge gap that was identified was how

    organizations are affected by the occurrence of sexual harassment as well as how they can carry

    out preventive and remedial work on the issue. The purpose of the study is therefore to highlight

    the occurrence and the consequences of sexual harassment. One purpose is to explain how the

    organization works with issues related to sexual harassment. To answer the purpose of the study

    theories describing the definition of the concept of sexual harassment, individual- and

    organization effects, power, culture of silence, organizational culture and employer

    responsibility is all brought up.

    The data collection of the study is based on a triangulation using a quantitative web-based

    survey as well as qualitative semi-structured interviews. A demarcation has been made to

    female nurses employed in an organization in central Sweden.

    The results of the study shows that sexual harassment occurs at the workplace and that there is

    a culture of silence about the subject where the asked employees do not know where to turn to

    tell their experiences. Employees also show great unknowledge about the organization's policy,

    action plan and what support they are entitled to receive. The results of the collected data have

    been analyzed using the theoretical reference framework and concentrated on four main areas

    that are also discussed. The main areas are where to drawn boundaries, culture of silence,

    organizational culture and organizational work.

  • 22.
    Axenstedt, Simon
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Fredriksson, Karin
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Chefers upplevelse av framgång i sitt ledarskap: - Vad chefer på en statlig myndighet upplever som faktorer för att utöva ett framgångsrikt ledarskap.2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The field of leadership is a previously well-explored area, but relatively little research in the subject has concerned Swedish organizations and even less government institutions and authorities.

    In the following study, what managers at a government authority are perceived as factors to exercise successful leadership in their organization are investigated. The study is based on empirical evidence from qualitative interviews with five managers at the State Administration of Transport, Trafikverket. Through this study, a new interview method has also been developed, interactive themed interview. Where the respondent is a part in creating and designing the interview guide.

    In the results of this study, it is found that the investigated managers themselves felt that successful leadership in their organization is based on four factors. These are referred to as relationships, decision making, development and

    authenticity.

    The conclusions that this study can contribute beyond what factors the managers themselves consider generating a successful leadership are also how the managers act to exert what they experience successful leadership, but also what roles a successful leadership includes. That the role of the manager, the role of leader and the role as himself, affects the aforementioned factors, relationships, decision and development, and that the interaction between these roles and factors in various ways affects the managers' degree of perceived success in their leadership. The study also shows that Trafikverket's new leadership philosophy is in line with what managers perceive as contributing factors for the pursuit of successful leadership. And that this new philosophy can help managers to exert more what they themselves experience as a successful leadership.

  • 23.
    Backström, Tomas
    et al.
    School for Innovation, Design and Technology, Mälardalen University, Sweden.
    Moström Åberg, Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Köping Olsson, Bengt
    School for Innovation, Design and Technology, Mälardalen University, Sweden.
    Wilhelmson, Lena
    Department of Education, Stockholm University, Sweden.
    Åteg, Mattias
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Manager's task to support integrated autonomy at the workplace: Results from an intervention2013In: International Journal of Business and Management, ISSN 1833-3850, E-ISSN 1833-8119, Vol. 8, no 22, p. 20-31Article in journal (Refereed)
    Abstract [en]

    A new managerial task arises in today’s working life: to provide conditions for and influence interaction between actors and thus to enable the emergence of organizing structure in tune with a changing environment. We call this the enabling managerial task. The goal of this paper is to study whether training first line managers in the enabling managerial task could lead to changes in the work for the subordinates. This paper presents results from questionnaires answered by the subordinates of the managers before and after the training. The training was organized as a learning network and consisted of eight workshops carried out over a period of one year (September 2009–June 2010), where the managers met with each other and the researchers once a month. Each workshop consisted of three parts, during three and a half hours. The first hour was devoted to joint reflection on a task that had been undertaken since the last workshop; some results were presented from the employee pre-assessments, followed by relevant theory and illuminating practices, finally the managers created new tasks for themselves to undertake during the following month. The subordinates’ answers show positive change in all of the seventeen scales used to assess it. The improvements are significant in scales measuring the relationship between the manager and the employees, as well as in those measuring interaction between employees. It is concluded that the result was a success for all managers that had the possibility of using the training in their management work.

  • 24.
    Belius, Elvira
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Baeg, Sharmin
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Employer Branding i säkerhetsbranschen: En studie om Securitas arbete med att attrahera och behålla personal2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In today's society, the attractiveness of an organization is an important factor. It is important to attract new employees and to retain existing employees. Various factors affect the attractiveness and, in order to achieve attractiveness, the organization can work with different employer branding processes. The aim with this study is to examine what can constitutes Securitas as an attractive employe, with suggestions for improvement and development to attract and retain employees. The theoretical point covers theories with Employer Branding.

    The study is based on a quantitative method where a survey was created to gather empirical data about employees´view and opinions about the organization as an attractive employer. A meeting was held with Securitas executives and HR partners before the survey was designed to know how the organization works to attract and retain employees. The selection of respondents is limited to guardians who works in a region in the middle of Sweden. Diagram have been used to compiled the empiricism and theories have been used to analyze the empiricism. The conclusions are that factors such as relationships, education, information, benefits and work equipment are attractive. All of these factors need to be improved and if it doesn't happened can it be difficult to attract and retain employees. Improvement proposals have been compiled in a dot shape and is based on what have been said in the analysis and discussion.

  • 25.
    Bengtsson, Viktoria
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Enander, Linn
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    En studie om introduktionens påverkan på chefensförutsättning att lyckas i sitt chefskap: En kvalitativ studie om introduktionens koppling tillchefens påverkan på medarbetarskapet2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The work-introduction is of great importance for both the new employee as well as the

    organization. A well planned introduction can affect the employees work performance and

    also affect how long the employee stays within the organisation. For this reason, it is

    interesting to study the work-introduction process as well as the organisational socialisation.

    The purpose of this study is to investigate how the introduction affects the manager's ability to

    succeed in his/her leadership. The study will also provide potential tools to improve the

    manager introduction, as well as highlight the importance of a well-founded introduction. The

    study has been conducted at Falu Municipality who are also the constituent for this study.

    The focus of this study is on the personnel-related issues in the introduction of new managers.

    Seven qualitative interviews have been conducted, of which three interviews was with

    employees and four with managers. The results found indicated that the respondents feel that

    the introduction has good building blocks but that it is rarely implemented due to lack of time.

    This study also reveals the lack of socialization and relationship-creating tools as part of the

    introduction process. In addition to this, the results indicated that a well-structured and

    processed introduction has a positive influence on the leadership.

  • 26.
    Bennström, Lina
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Eklund, Mia
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    "… det handlar om att lyssna och ta till sig för att få sin personliga utveckling". : En kvalitativ studie om chefers ledarskap, stöd och utveckling2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study is to describe and analyse the importance of managers’ personal development to conduct an effective leadership. The result of the study and the analysis shows that managers’ personal development is significant for how leaders prioritise and manage human relationships, which includes the ability for two-way communication, active listening and being present in the day-to-day working environment. The result indicates that both organisations taking part in the study strive for a relation-oriented leadership. Effective leadership is achieved when the leader has a personal maturity and an understanding of how their behaviour affects others. A leader needs to show humility and be responsive in order to promote cooperation within the organisation and personal development can contribute to such an environment. The study also shows that support in your work, by colleagues and Human Resources (HR), is of great importance to achieve personal development objectives enabling an effective leadership to be conducted.

    The study was carried out with a qualitative research method, using semi-structured interviews with eight respondents in various management positions including two HR managers. Their subjective experiences have shaped the result of the study. The reference framework contains previous research on management and leadership, Human Resource Management (HRM), leadership development, the importance of human capital for organisations, the role of HR as well as the conditions for implementing the concept of soft HRM.

    The conclusions from the study are that it is possible to achieve effective leadership if the management team and HR in an organisation appreciates the value of leaders having appropriate personal characteristics and supporting the further development of these. A prerequisite, however, is that managers at all levels are seeing the value of development and have a desire to develop.

  • 27.
    Berg, Jessica
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Johansen, Sara
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    "Vad som behövs? Det är sällan glasklart!": En studie kring en organisations tillväxt och växtvärksproblematik2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In an organization located in the countryside of Dalarna an increasing dissatisfaction is revealed in a staff survey among the employees, where serval problems can be linked to the rapid expansion that the organisation is currently undergoing. Even a positive organizational change such as growth can contribute to negative effects and problems for the employees. This study intended to examine what challenges and possibilities the employees are experiencing in this organization that is growing rapidly, linked to the growth. Empirical data has been sampled by conducting eight in-depth interviews with managers, co-workers and HR managers as respondents.

    Based on the respondents’ view of the situation four major problem areas have been identified: lack of common procedures, ambiguous roles, insufficient information and communication and lack of proactive efforts to ensure employee competence. The empirical data indicate that the organization is suffering from a gap when it comes to the development of human resources, labor system and leadership. The number of employees are increasing at a higher rate than the infrastructural processes, which can be seen as an organizational growing pain. Based on the results, suggestions regarding which activities the HR function should focus on are given.

    In order to address the development gap and prevent further growth pain symptoms the HR function should focus on proactive measures. A key factor shown in the developed model of the study, is that the leaders are of great importance for how the organization and its employees are able to handle a situation of growing pain. Therefore, HR needs to have a clear picture of what support the business leaders need in order to be able to create a high value for the organization, managers and employees. Consistent with previous research this study shows that the specifics of each organization and the context it operates in determines which activities that are most important and effective in order to achieve a successful result. General suggestions for HR activities are therefore not given.

  • 28.
    Bergman, Sarah
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Blomgren, Camilla
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Kvinnornas status i en machokultur: En kvalitativ undersökning inom byggbranschen.2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In previous interview with the trade union Byggnads, it emerged that the construction industry is characterized by a culture called macho culture. The work environment is characterized by greed, tough working climate, and sexist or gender discriminating language. Byggnads, together with the Byggcheferna, started a campaign 2015 called the "Stop macho culture". In which they argue that the construction industry is one of Sweden's least-equalized industry and that more women are needed but also that the macho culture must be removed completely. Therefore, in this study we have chosen to investigate the exact macho culture and women's status in the construction industry by interviewing both supervisors and employees to arrive at a result. The result found that a macho culture exists when abusive as well as sexist and gender discriminating words occur every day. However, this does not irritate employees or supervisors in any way as they point out that this is the way the construction industry works. Interviewers also consider that women in the workplace are positive, none of the interviewees sees any obstacles in the sex but rather that the woman must have interests that are more male. The conclusions we have come to are that education is what is required and missing, education for both the protection officer, the supervisor and the employees. This to build awareness that women are needed in the industry and that they can do the same work as men can.

  • 29.
    Bergström, Sara
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Kinnvall, Ann-Sofi
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Kunskapsöverföring- att leda rätt: Ledarens roll vid kunskapsöverföring i en organisation2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    A report by Svensk Näringsliv (2010) describes that entities already today and in the near

    future are facing the greatest amount of retirements in Swedish history. A major challenge the

    companies will face is the retirements of people born during the 1940s; their retirement

    enables companies face major challenges, particularly the successful implementation of a

    successful generation. The people who retire during his working life developed a knowledge

    that many organizations are founded upon. A large part of this knowledge must be transferred

    to organizations to continue to be effective on the market. The purpose of this study was to

    gain a deeper understanding of the importance of leadership regarding knowledge transfer in

    an organization, and to provide practical tools to managers and employees in order to avoid

    losing valuable knowledge in a generation.

    The industrial Company LEAX's have identified a problem in the transfer key knowledge due

    to the change of generation. Their desire was to get help with practical tools, how to think and

    act to mitigate the knowledge gap that may arise. To investigate this, and fulfill the purpose of

    this study, interviews were conducted with four production managers, four employees who

    are expected to share knowledge and three employees are expected to embrace knowledge.

    Before the interviews were conducted, we did get knowledge in the subject mentioned above

    by reading some the theory of knowledge, knowledge management and leadership. We started

    in our theory section to sort out the concept knowledge since the concept of knowledge has a

    broad significance and can be defined differently depending whether it is an individual or

    organizational. Nonaka and Takeuchi (1995) makes a simplified picture of knowledge as an

    iceberg, where the explicit knowledge is termed as the top. Clearly visible above the surface

    of the water, it is easy to discover and absorb. Hidden under water is an invisible knowledge

    that is difficult to detect, called implicit or tacit knowledge. This knowledge forms a huge part

    of the iceberg, and thus becomes important to preserve. To understand what knowledge

    means, organizations need to identify what kind of knowledge that needs to be transmitted for

    the transfer of knowledge to be successful (Jonsson, 2012). But even though organizations do

    this, the management also needs to understand that knowledge is a strategic matter that can be

    seen as a process that involves employees. In this study, we have investigated how leaders can

    create motivation, commitment and resources for employees to want to participate and

    contribute to knowledge transfer. To try to understand how knowledge is transmitted in an

    organization, we have used the Nonaka and Takeuchi (1995) SECI model. The model is based

    on the interaction between the tacit and explicit knowledge, which occurs in four processes.

    We have developed these processes to a custom model that includes institutional,

    organizational and cognitive factors. Based on these factors, we have created practical

    suggestions on how leaders together with employees can plan the transfer of knowledge.

    These practical proposals will benefit both individual and organizational development, and

    helps to mitigate the brain drain in the generation change. One of the practical examples we

    designed is a skill profile, which is a tool for organizations to identify the knowledge of the

    employees, which makes knowledge visible. Knowledge that may be lost. Competence profile

    together with our model can be applied to similar companies, but also organizations working

    in other industries. As this competence profile was developed for the requirements contained

    in the relevant company, it is possible to adapt for other activities.

  • 30.
    Bernsand, Carl-Olof
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Bilder av gruvarbetaryrket2017Report (Other academic)
  • 31.
    Björklund Bergström, Julia
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Strömberg, Karin
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Stödjande funktioner: smörjmedlet som gör attmaskineriet ska fungera: En undersökning av HRs roll vid intern kommunikation2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Intresset för att studera intern kommunikation startade när vi själva insåg områdets komplexitet och utmaningar. Fascinationen över att kommunikation, som är ständigt förekommande i alla typer av sammanhang, kan vara så svårt att hantera bidrog till utformandet av studiens syfte och frågeställningar. Studien syftar till att undersöka hur en myndighet använder HR och den kompetens som HR besitter samt huruvida den interna kommunikationen fungerar som en integrerad funktion mellan ledning och chefer. Studien utgår från en kvalitativ ansats där fokus riktas mot respondenternas egna upplevelser och tolkningar.Studiens empiriska material är insamlat på en statlig myndighet genom fyra semistrukturerade intervjuer samt en minifokusgruppsintervju med tre medarbetare. Respondenterna representeras av chefer och medarbetare från myndighetens kommunikationsavdelning samt HR-funktion. Resultatet visar att intern kommunikation definieras som något som sker inom den egna organisationen och beskrivs som både det viktigaste och samtidigt det svåraste att förhålla sig till och hantera. Vidare visar studien att en önskvärd intern kommunikation präglas av ett öppet klimat, möjlighet till medarbetarinflytande samt ett mer uttalat samarbete mellan myndighetens HR- och kommunikationsavdelning. Tidigare forskning har framförallt fokuserats till intern kommunikation vid förändring, något som även inkluderats i studien då den undersökta myndigheten genomgår en övergripande organisationsförändring där samverkan mellan stödfunktionerna kommer öka. Resultatet påvisar att en av de utmaningar som intern kommunikation bidrar till utgörs av att skapa en gemensam förståelse för situationer och problem då olika befattningar och roller utgår från differentierade perspektiv.Nyckelord:

  • 32.
    Blank, Therese
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Kovler, Sofia
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Pension - investeringen som glöms bort: En studie av pensionsmedvetenheten i ett tjänsteproducerandeföretag2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study contains an analysis on pensions and pension knowledge with alignment on

    occupational pension in a Swedish service producing company. The survey shows that a

    complexity and knowledge insecurity takes place on the Swedish retirement area and the

    interest for the subject is low. This study aims to identify the terms that have an affection on

    that area and analyzes the subject from a HR-perspective in the research company. Both

    qualitative and quantitative methods are used in this study shaped as web-based survey and

    focus group interview for higher reliability and validity. The theoretical referred framework in

    this survey is based on summon situation analysis of the Swedish pension area, definition of

    the occupational pension and the terms which can affect the pension, for instance the diversity

    and equality in working life. These terms are later compared to the empirical data for analysis

    and discussion to the theoretical aspects in the referred framework. HR–s departmental role in

    relationship to pension knowledge is examined in this survey and so is the question about

    connection between the retirement during a certain retirement age and the individual pension

    knowledge. This is later discussed in the discussion section of this survey in a relationship to

    the empirical result and the theoretical referred background of this study.

    This survey ends with a conclusion about HR–s role as a pension–communicator and a

    suggestion to future investigations on the pension area including focus on a broader HR–field.

    A proactive improvement proposal is presented for the research company with focus on

    promoting and spreading the pension knowledge in the organization.

  • 33.
    Blidberg, Camilla
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Hansson, Jeanette
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Kvinnligt, manligt eller macho?: En undersökning av två branscher i samma organisation som upp-visar kvinnodominans respektive mansdominans2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study is based on research into the work of gender and equality in two different professions within the same organization. The Swedish labor market is gender segregated and is the labor market to be examined closer stands the internal gender segregation. This means that women and men with the same occupation and sometimes the same employer perform different tasks. According to previous research, women's share of labor has increased significantly since 1960, and this has led to a major step towards increased gender equality. Women and men have chosen different professions that resulted in a gender segregated labor market. A contributory reason why the Swedish labor market is still highly gender segregated is the description of professions and industries such as "typically female" and "typically male".

    The starting point for this study is to develop more research on the importance of the Swedish gender-based labor market. The purpose of the study is thus to investigate two different professions that exhibit women dominance and men dominance within one and the same organization.

    Previous research shows that differences in traditions, attitudes and values are related to gender patterns. This makes women dominate the home care services and men in the technical activities. These gender patterns are of great importance to the working environment, as it affects all parts of our society. The study has been conducted with qualitative interviews from a hermeneutic perspective. Interviews have been conducted with people with different positions from the emergency services, health and social care (home care service), and the staff manager.

    The study has been analyzed with qualitative interviews from a hermeneutic perspective. Interviews have been conducted with people with different positions from the emergency services, healthcare and home care services and the responsible human resource manager.

    The results from the interviews have been analyzed based on the theoretical reference frame-work. In this study we have come to the conclusion that the male-dominated occupational field has gone further in the work of gender equality, for example, new dressing rooms for women. And some of the firemen's partners are against female firefighters.

  • 34.
    Blidberg Seppälä, Cecilia
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Nojonen, Emilia
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Belöningar, förmåner och arbetsgivarens attraktivitet: En komparativ studie med två IT-företag2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    How can organizations retain and attract employees by rewards and benefits? And how can we as human resource managers contribute? This is what the study is about which was performed by a method combination where interviews and a survey was done. The purpose of this study is to identify which rewards and benefits are available in two IT-companies and explore which of them attracts employees in the IT-industry. Three issues were designed, where the purpose was to find out which rewards and benefits are available at the two companies, examine the companies’ similarities and differences and see how these rewards and benefits affect the employer´s attractiveness. The theoretical reference consists theories about rewards and benefits, motivation and employer attractiveness. The study led to discussion, improvement proposals and conclusions with the help of relevant theories in the area. The two IT-companies have similar rewards and benefits and a conclusion is made that these affect employer attractiveness. Because of this conclusion it is important that human resource managers and management understand the importance of the affect that they have on attractivity.

  • 35.
    Blom, Tiina
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Den organisatoriska och sociala arbetsmiljön i en kommun: En kvalitativ studie om kunskap och delaktighet i arbetsmiljöarbete, främst gällande ohälsosam arbetsbelastning utifrån AFS 2015:42018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study is based on the Swedish work environment authority statute book about organisational and social work environment, AFS 2015:4 provisions, that has been developed to promote a good work environment and prevent risks of ill health. Because of the increasing numbers of work-related ill health due to stress and mental strain, the focus in this study was unhealthy workloads and if there is knowledge in the municipality about preventing and dealing with these risks.

    The aim was to examine how the municipality practically work with the provision within three organizational levels and how the employees perceive their psychosocial work environment. There were also focus on investigating how employees participate in the above environment work.

    The study was based on a hermeneutic perspective with a qualitative approach through semi-structured interviews. One group interview consisting two employees representing the HR department and two individual interviews at the managerial level. At the employee level, two group interviews were held with three employees from the departments headed by the managers.

    The outcome of the study shows that good results can be obtained in the psychosocial work environment when all organizational levels integrates these issues in their systematic work environment and establish routines to prevent and dealing with unhealthy workload. The study confirms that social support, knowledge, communication and employee participation are important factors for a healthy psychosocial work environment. The discussion shows the importance of taking time for preventing ill health and suggestions about using the demand/control/support-model as a tool for analysing and reflect over the employee workload.

  • 36.
    Brissman, Linn
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Jannesson, Carina
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Kompetens eller utstrålning?: Rekryteringsprocess i kommunal förvaltning, en blandning av objektivitet och subjektivitet i en dynamisk process2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The aim of this study is thus to see how the recruitment process is made in the context of public administration and what kind of aspects that can affect the implementation and outcome of the recruitment process. To this study qualitative method has been used. A case study has been combined with interviews and a vignette to explore the respondent’s approaches and experiences of recruitment. A total of seven people who all work with recruitment have been interviewed. The theoretical starting points that underpin this study reflect areas of recruitment and selection, subjectivity, sustainability, public sector management, leadership and organizational culture. The results of this study has been analysed by a content analysis that focuses on patternmaking to get a greater understanding of the answers given by the respondents. This study shows that there are several crucial factors that can interrupt and affect the recruitment process in the context of public administration and therefore important to take in consideration. For instance is subjectivity a factor that’s always present and therefore inevitable. No matter how much work the respondents put in to making the process of recruitment objective and competence- based, subjective factors like personal charismas and first impressions still takes in consideration in the overall evaluation of the candidate. This factor also has a lot to do with the competence, knowledge and experience that the recruiting managers possess. The study also shows the importance of the HR-function as a key role in the organization both to support the recruiting managers and for the development of sustainability in recruitment as well as in the whole organization.

  • 37.
    Brunk, Nanna
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Norling, Sara
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Välbefinnande och positiva känslor i arbetslivet: En balansakt som kräver samspel2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study was to examine what gives employees wellbeing and positive

    emotions at work. The study was conducted through interviews with six employees, at four

    banking- and insurance offices in the middle of Sweden. The results were analyzed with the

    help of previous research and theories.

    The result shows that what creates positive emotions and well-being to a large degree are

    relationships, both with colleagues and customers. Positive emotions can have a very high

    ability to spread among colleagues, customers and the organization. It also showed that it is

    important that there is a balance between work life and private life and the demands and

    control at work. Being able to study wellbeing at work from an interaction perspective, which

    integrates both the individual and the organization also proved to be important to work with

    these issues.

  • 38.
    Brunnstedt, Anna
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Liljeqvist, Linda
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Friskfaktorer på en enhet: Identifiera & fortsatt bevara2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This is a qualitative study with the purpose to identify health factors within a unit of Stockholm’s city and examine what is necessary for a continued preservation. Furthermore, the aim is to investigate what support is required for the preservation and the HR function's role in this aspect. The work unit is, in the aspect of sickness absence, a wellbeing group who is facing changes in work labor and goal setting due to a recent government shift.

    A query tool was used to produce the eight most important dimensions of the attractive work and a discussion was held around these under a focus group interview with the employees of the work unit. The results showed that the most important dimensions were, among other things, working hours and relationships.

    Furthermore, it was shown that a balance between work-life and private-life is of great importance to employee’s health and well-being. In order to continue to preserve the good work, the empirical data showed that the relationship within the group and the leader was a key factor and that the HR function, the personnel strategy department, only contributes an administrative and guiding role in the issue of support.

    The study’s conclusions include the following: that the preservation of health factors require existence to be comprehensible, manageable, and meaningful. But the study also concluded that employees need reasonable requirements in relation to their scope for manoeuver. A further conclusion is the need for a change in leadership behavior in subsequent stages when the group will possibly enter in a new phase of maturity due to changing circumstances.

    The authors also conclude that health factors are partly based on the individual’s life situation, but the balance between work-life and private-life is certainly important for most people. The HR function, the personnel strategy department, has an informative and administrative role in the issue of support and the authors believe that there is logic to this role. In terms of the size of the organization, it’s easier to turn psychosocial issues to occupational health services or a psychologist group and labor law assistance or information from the HR function.

  • 39.
    Byléhn, Elsie-Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Medarbetarundersökningens roll i chefernas arbetsmiljöarbete: En kvalitativ studie hos Trafikverket2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The employee is entitled to a safe work environment according to Swedish legislation.  Good working conditions are a key factor to create healthy and attractive work places. Employee survey is a method used to investigate the work environment in the process “Systematiskt arbetsmiljöarbete”. The employee survey can also be used to measure employees’ views on a wide range of work-related topics in order to achieve organizational success.

    The purpose of this study was to investigate the importance of the employee survey for the continuous work environment process done by managers.  The study also investigated how the managers’ worked with the result of the employee survey and how they worked with the continuous work environment process. The study was carried out on a function with three organizational levels and contains 12 interviews with managers on all three levels.

    The findings of the study show that the result of the employee survey is used as a basis for discussion both in the management teams and in dialogue with employees in the work environment process. The result of the employee survey is also used to ensure that measures taken within the work environment process are well accepted. The result also shows that managers on the lowest organizational level use other tools when investigating the work environment.

  • 40.
    Carlehäll, Kristian
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Blomquist, Victoria
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Det osynliga arbetsmiljöarbetet: -En studie om verksamheters arbete gällande organisatorisk arbetsmiljö2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The ways of improving organizations work environment is constantly developing and is now more than ever focused on the prevention of psychological illness related to the workplace. To help and guide organizations in improving their work environment the Swedish Work Environment Authority has issued a new provisions about organizational and social work environment (AMV, 2015:4). In this study, we’ll examine how public organizations utilize the new provisions (AMV, 2015:4) with a focus on the on the organizational environment. The theoretical perspectives in the study is based on strategic HRM, the demand- control and support-model and employee voice. We also examined contributing factors that have a positive and negative influence in the workforce wellbeing. To answer the primary purpose of this essay we conducted two parallel researches in organizations that are operative in the public sector. The organizations are operative in the township of Hofors and in the county council of Dalarna. We have used a phenomenology research approach to conduct six interviews, three from each organization, to get a thorough understanding of their efforts in improving the organizational work environment.

    What we found in the results and analysis are the benefits of common goals, common values and cooperation-groups. Our hopes with the study is to enhance the readers understanding about organizational working environment through our explanation of the practical methods the analyzed organizations work to improve their work environment and with our explained understanding of beneficial factors.

  • 41.
    Dahlberg, Matilde
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Att leva som man lär: Implementering av företagskultur vid företagsförvärv2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    As much as 83% of all acquisitions fail to increase shareholder value and 53% even decreases in shareholder value (Daniel & Metcalf, 2001). It is much easier to make the deal, but to make it work says Nguyen & Kleiner (2003). Unsuccessful acquisitions usually depend on cultural differences between the business and the implementation of corporate culture is a key factor for successful acquisitions (Lodofors & Boateng, 2006).

    The purpose is to examine the implementation of corporate culture after a merger and to identify the management and the managers' own experiences of success factors and difficulties during the process.

    The theoretical framework defines corporate culture and describes from several cultural levels where values get special attention when the study focuses on corporate values. There is also a description of the ways to develop cultures. It also describes factors that management and managers should take into account when implementing corporate culture. These are leadership, trust and learning (Schein, 2010, Nguyen & Kleiner, 2003, Lakshman, 2011, Bijlsma-Frankema, 2001 and others).

    To examine the purpose of the study a qualitative method of semi-structured interviews were conducted. The survey is based on interviews with managers and middle managers at the property company AB.

    The result shows that the company's implementation of the values perceived by most respondents as very successful. Success factors in their work on values summarized by taking the best of both worlds, adjusting structure for desired culture, practice what you preach, to have transparency in information and decision, to create a common vision of values and monitoring. The difficulty being discussed is to create a common value of the entire company.

    The study concludes that the implementation of corporate culture after a merger involves leaders must practice what they preach, and that management must create the conditions for it and work with monitoring of employees' experiences.

  • 42.
    Danielsson, Martina
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Larsson, Mathilda
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Vart är vi på väg?: En kvalitativ studie om att stärka järnvägsbranschens attraktivitet2017Independent thesis Basic level (degree of Bachelor of Fine Arts), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The study is based on an assignment from Trafikverket, where the purpose was to investigate how an industry can work strategically to create attractiveness and how employer brand work can be done. The focus was on the rail industry due to the fact that it is an industry experiencing skills supply difficulties and can therefore be regarded as having lost in attractiveness. The result shows that there is difficulty in attractiveness work because a general definition is complex due to individuals asking for different things. What is important, however, is that a employee value proposition is established and that what is conveyed is also what is delivered to the employees. Work attractiveness is therefore linked to employer branding. In the case of employer branding, it is also important to define target groups and to use creative marketing where social media can be used to advantage. The result also shows that the rail industry is perceived as an anonymous industry that does not reach out with enough information about what they can offer. Contributing interviewees mean that the rail industry needs to be better at visibility, for example by showing up at schools and sending materials to the study and career counsellors with information about which courses are available.

    Employer brand specialists from four different companies and five study and career counsellors have participated in the study through semi-structured interviews. The qualitative method has contributed to deepening and understanding the study's questions. An analysis was made based on theories about "the changed work life", employer branding, attractive work and marketing strategies. The analysis shows that changing society places other demands on work, but at the same time it is emphasized that the requirements differ depending on who is asked. Using well-thought-out marketing strategies linked to what an organization wants to accomplish is therefore an important part of the pursuit of an employer's brand work, and especially important for the rail industry.

  • 43.
    Emanuelz, Elin
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Nordh, Emma
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Det är lönen som räknas, eller?: En uppföljning av Ludvika kommuns lönesatsning påsocialsekreterare 20162017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    There has been widespread attention to social workers and their working life in recent years.

    This issue is relevant to all parties in the labour market and thus a key subject for the final

    exam for the Bachelor of Science in Human Recourse Management. The following essay

    aims

    to follow up on the wage efforts made by Social workers in Ludvika Municipality in 2016.

    The data was collected through a methodological combination consisting of an Internet-based

    survey of the social workers affected, and nine qualitative interviews. The theoretical starting

    points began with motivational theories such as Maslow´s hierarchy of needs. Herzberg´s two

    factor theory and cognitive expectation theory. The main part of the theory section is the

    theory of ‘arbetslivsförankring’, which is the authors’ translation of job embeddedness,

    created by Holtom, Mitchell and Lee (2006). An explanatory model for this theory was

    formulated and returned in the results analysis to estimate the level of working life anchorage

    in social administration in Ludvika Municipality.

    The results

    show that the wage effort to some extent fulfilled its purpose, as 30 out of 34

    empolyees still working in the social administration in Ludvika Municipality. On the other

    hand, wage efforts brought some negative consequences when social workers expressed

    frustration stating that there is more than pay supplement required to stay on their job.

    The

    conclusion

    is that the pay could be better communicated to further the relationship and create

    confidence between employers and employees, in regards to what makes employs decide to

    stay in their workplace, it was repeatedly found that factors other than pay were the main

    motivators.

  • 44.
    Englund, Hanna
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Lindqvist, Malin
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    "På andra sidan betongväggen" : En fallstudie om engagemang och motivation i arbetslivet2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The interest for commitment and its effect on organizations is the cause of the study. The purpose is that through an increased understanding of the employees experienced grade of commitment and motivation, separate the factors that is the ground for a lower commitment, to provide possibilities for defining the factors that may improve it.

    A highly qualified survey was conducted at a company within the manufacturing industry. All together 12 respondents have been interviewed – the MD, three managers and eight production workers. The three different levels of respondents have been analysed separately with relevant theory and then compared to study similarities and deviations between them. The analysis of the results shows that the commitment on the company is considered low and that the definition of commitment and motivation can have different meaning for the individuals. The lack of commitment derives from several factors – mostly in the experience of the "us" and "them" feeling in the company – and the lack of communication. In the discussion, solutions and problems that each level should consider to increase the commitment is analysed.

    The result of the study is three different action plans addressed to each level, where concrete proposals and solutions are presented and serves as a base for an increased commitment. The foremost conclusion of the study is that the commitment must increase within the company and that the negative approach has to be reduced with the employees, as it has a negative effect on the daily work of the employees. The study also shows that an active participation and a commitment in the work place may lead to a more loyal, efficient and increased welfare of the personnel.

  • 45.
    Eresjö, Cassandra
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Hallgren, Frida
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    En god arbetsmiljö genom ett effektivt systematiskt arbetsmiljöarbete2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study is to describe how a systematic work environmental management can be conducted effectively to contribute to a good work environment. Prior research enhances the importance of leadership and the necessity of involving the co-workers in the work environmental management. Research also shows that the hard and technical parts are often prioritized before the psychosocial part. The empirical material was gathered through a mixed method consisting of interviews of a focus group and a survey on a corporation in Sweden.

    The result shows that respondents raise several different parts as important in order to conduct effective systematic work environmental management. The study gave the conclusions that systematic work environmental management can be conducted effectively if there is a thought-through plan and commitment where all parts of the work environment are covered and taken with importance. It has been shown that the psychosocial work environment is more difficult to treat than the physical environment. Leadership is a part that has shown to be of importance on how the work environmental management will succeed and that the economic aspect is regarded as important for an effective systematic work environmental management.

  • 46.
    Eriksson, Johan
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Thorén, Johanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Personalomsättning i kunskapsorganisationer: Anställda som utövar självledarskap och hur de kan påverka sitt arbetes motivationspotential2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Background:

    At present, one out of four Swedes aged 25 to 64 have a higher education. Educated employees are one of the characteristics of a knowledge-based organization. Knowledge-based organization are dependent of these employees because these organizations use knowledge as their biggest competitiveness. High turnover is therefore a bigger problem for knowledge-based organization, due to the valuable knowledge disappearing from the organization. Employees in knowledge-based organization often work independently due to their cutting-edge expertise in their competence. In the employees’ work, there are some characteristics that must be fulfilled, to make employees satisfied with their work and not quit. These characteristics are described in a part of Hackman and Oldhams Job Characteristics Model called Motivating Potential Score.

    Purpose:

    The purpose of this study has been to identify self-leadership among employees at a Swedish knowledge-based organization and discuss how the employees might influence their work’s Motivating Potential Score (MPS). We also want to discuss what the employees possible influence on MPS means for the results; high job satisfaction and low turnover in JCM, as well as what this can mean for the knowledge-based organization.

    Frame of reference:

    This study draws from theories which describe self-leadership, knowledge organizations, job satisfaction and turnover using the Job Characteristics Model by Hackman and Oldham.

    Method:

    The study adopts a qualitative methodological approach. Our empirical material has been collected using qualitative interviews.

    Discussion:

    Employees might have an influence on the characteristics in their work’s motivational potential score which is a part of the Job Characteristics Model. The fulfillment of the characteristics in MPS is a precondition for achieving results such as a high level of job satisfaction and a low turnover within JCM, which then could mean that our respondents can influence one of the components necessary for achieving results.

  • 47.
    Eriksson, Karin
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Törnkvist, Kristina
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Hur kan rehabiliteringsarbete förbättras?: En studie av en kommuns rehabiliteringsarbete i syfte att kartlägga interna förbättringsmöjligheter.2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The master thesis is based on a municipality whose sickness absence statistics are among the highest in the country. We have had the opportunity to investigate whether the municipality's managers work according to established policy in rehabilitation cases, as well as the attitude towards this and what they consider missing. We have also studied which factors have a positive impact on the rehabilitation process.

    The theory is based on factors that, according to research, have shown a positive impact on long-term sick leave, such as job adaptation, early return in work and social contact between employers and employee on sick leave. The method has primarily been based on a quantitative approach, we used surveys to collect material. At the same time there are qualitative features when the material is analysed both qualitative and quantitative.

    The results show that managers largely know and work according to the municipality´s policy. The managers also show a positive attitude to offer employees changes that mean a faster return to work, but also realize that there may be limitations in both the work´s nature and the municipality's resources. The conclusion shows that the municipality has several possibilities for change in order to improve their rehabilitation efforts to improve the opportunities for employees to return to work faster. One suggestion is to train their managers in presented factors that have a positive impact on rehabilitation.

  • 48.
    Eriksson, Viktoria
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Den offentliga sektorns komplexa adaptiva system: En kvalitativ studie om medarbetarpolicys i praktiken2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The significance of how Human Resources, HR, and management can cooperatively effect the behavioural pattern of co-workers and the social structure within organizations originated this study. With the perspective of complex adaptive systems as the starting point, the purpose has been to establish the requirements for co-workers to implement the organizations’ vison and policies in practice. In cooperation with the contacts of the studied municipality, I made an in-depth study within a public organization to explain the bureaucracy's effect on the behaviour pattern of the co-workers and how they together create a social strucutre reflecting the organization's vision.

    The purpose with the study is to examine how the complex adaptive systems functions within a bureaucratic organization and its effect on co-workers’ possibilities to implement the vision and policy of the organization. The study was made within a social welfare service in a municipality in Middle Sweden, using a qualitative method and semi structured interviews six respondents have participated, all with different positions in the organization contributing to several perspective of the same phenomena.

    The results of the study points to the public sector’s bureaucratic organization structure conduces’ of the creating different adaptive systems within the organization where co-workers’ behaviour pattern create a social structure which leads to failure of implementing the vision and policy. The study also presents that the adaptive systems within the organization does not affect each other as they do not interact with each other in the organization. The basis of how co-workers’ behaviour pattern establishes within the organization is the demands from the surrounding world, high workload, and of the lack of stability in the organizational and social working environment and not as the previous research have showed; that high ruling would underlie to behavioural pattern within the public sector.

    In conclusion, for co-workers to implement the vision and policy of the organization it requires for HR, management and co-workers all are in the same adaptive systems. To make that possible HR needs to form strategies on how all within the organization will interact with each other in daily work. Management and co-workers also needs great possibilities to communicate with each other regularly to an increasing extent. Concrete proceedings for how this should be done most suitably is presented in the discussion.

  • 49.
    Erkers, Anna
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Karlsson, Anna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    ’’Samverkan är inte ett vi och ett dom, utan ett vi’’ En studie på kollektivt lärande i arbetsmiljöarbetet efter en gemensam utbildningsinsats2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study is based on a systematic work environment education called Suntarbetsliv, which is a joint education for managers and safety representatives. The starting point for our study is that there is a need for more understanding of an educational initiative and its possibilities. The purpose of this study is to investigate how a manager and safety representative in a public organization works after a common work environment education and on education generated in collective learning.

    In the theory's theory we present the following key points: work environment, education and collective learning.

    The method in the study is based on a qualitative method. We have conducted semistructured interviews with three managers and three security representatives in a municipal in Dalarna, Sweden.

    As a result, a common base for managers and security representatives creates the prerequisite for collective learning on the organization's activities.

    The conclusions taken are based on the results analysis and are that the willingness to learn starts within ourselves, and therefore, organizational goals must be clear and concrete so that

  • 50.
    Essborg, Eva
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Hedback, Frida
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    "Det handlar om att nå ett resultat": En fallstudie om partsrelationer och förhandling under en omstruktureringsprocess2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this paper is to examine the relationships between the parties during a restructuring process. The aim is also to examine the closure process and where laws and agreements entering into it.

    The essay frame of reference addresses the closure processes of Rydell (2015) and Wigblad & Österberg (2009), the Swedish model of laws and agreements Elvander (1995) Iseskog (2014) trust and negotiation Fischer et al. (1992) and Walter & McKersie (1991). With the help of these concepts and models are analysed and interpreted the relationships in a closure process of a production line at SSAB in Borlänge, where 210 employees where given notices in the beginning of 2015. Of them 170 where blue-collar workers.

    The closure process could then be carried out, with the help of a flexicurity agreement (ToF), result of study without any staff lost their jobs.

    The study is based on qualitative research with semi-structured expert interviews with a total of five respondents from SSAB and If Metall. These respondents were key players during the closure process and the negotiation process.

    The interviews have been analysed and thematizing on the basis of the frame of reference. The results of the study show that good relations between the parties provides easier negotiation with good results. Collusion between the parties based on a time growing mutual confidence. That confidence is important for that cooperation to be a reality.

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