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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.

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.

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

Since the 1990s, public organizations underwent several major changes that led to unit managers within the municipal activity increased responsibility and authority, making the unit manager role more complex. Reports indicate difficulties in recruiting and retaining managers. Therefore, it is important to examine how the Head of Unit's, work to develop a more attractive job role. An attractive role is created by giving employees good prospects in the job content, job satisfaction and working conditions. The manager’s positon includes three roles of which the employee role of the theory is not especially priority or made visible. The study aims to identify what makes the unit manager’s profession an attractive job, and how it can be developed. In the study, a qualitative research method has been used to achieve a deeper understanding of the Heads of Unit working situation. This has contributed to a hermeneutic approach being chosen, as we strive to get a better understanding of the phenomenon. The study was conducted in the municipality of Falun, where six heads of units in nursing management were interviewed. The result shows that unit managers are satisfied with their work situation and find their work attractive. Factors as diverse as, freedom, problem solving, social contacts, and portions of the recognition belong to the attractive factors. Heads of Unit describe, three development areas to increase the attractiveness. The first relates to the organization as a whole, where weaknesses exist in the communications and planning. Other development area is about the pace of work by personalizing the working groups as well as time for reflection and recuperation. The third development field the unit managers highlight, is the lack of recognition from the organization. Besides the Heads of Unit shortcomings, we have identified a development area to increase the attractiveness. Lack of colleagues to "bounce ideas" means that work is perceived as lonely. To counteract loneliness we can manage group guidance as an alternative, where reflection and feedback is included. The theory indicate that this also leads to increased self-esteem, commitment.

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.

There are different ways and reasons for working to create a health-promoting workplace in organizations. However, there are many positive benefits of working with health promotion both to benefit the individual’s and the organization’s development. Since there has been a high proportion of sick leave, it is now becoming relevant to see if that curve can be reversed by working with health promotion. The managers have an important role as a leader in influencing their employees in this work. The purpose of the study is therefore to investigate managers experience of how they work to create a health-promoting workplace. The theoretical frame of reference is based on previous research on health promotion and is based on action theory, managership and leadership. The empirical study is collected through interviews with seven managers, the interviews were semi-structured and conducted through video calls due to the Covid-19 pandemic. The result was then analyzed with the theoretical frame of reference using a thematic analysis. The study's conclusion is that the work with health promotion can be used both as a goal and as a means in the organization, and that the health promotion work and the goals of the business are worked in constant relationship with each other. It is what kind of challenges the managers experiences in the workplace, that controls how they work with health promotion.

Background: This study is based on how seven nurses experience their work situation in relation to attractive work and what makes them motivated to stay in their workplace. For many years, the department has had a good reputation and there has been low staff turnover among the nurses. The last three to five years, the trend has begun to turn around and staff turnover has started to increase. This means that the knowledge-intensive department faces the challenge of succeeding in retaining its workforce in order to not risk losing the experience, knowledge and expertise the patients need in their care. This is a topical issue when the Swedish healthcare system is faced with challenges in retaining nurses. At the same time, savings in healthcare are increasing the cost of hired labor. The forecasts show that the population is increasing and living longer and at the same time large retirements are taking place. This creates an unsustainable situation where the experience that exists has to be preserved, which means that organizations need to work to become attractive employers in order to be able to maintain nurses.

Purpose: To investigate which factors that nurses at a care ward in Dalarna experience important in order to stay in their workplace.

Method: We have moved within the hermeneutic interpretation theory where the direction goes towards interpreting, studying and understanding. In order to investigate the background to individuals choosing to stay in a workplace, we chose a qualitative approach. Qualitative research is presented as contextual because the research is understood in its context in order to increase the understanding of the phenomenon under investigation.

Result: What emerged from this study is that colleagues are an important motivating factor to stay in the workplace. Most of the nurses who participated in the study feel that everyone's efforts in the department are important. Good cooperation between colleagues contributes to security in the role and a feeling that experiences are valued. Although nurses appreciate working in teams, something that is significant in healthcare, it appears that they want to be recognized for their achievements on an individual level. They are specialists in their profession and feel that the skills development given at the workplace makes them want to stay. At the same time, they want better working conditions in the form of flexible working hours and wages that reflect their performance. They also want a management that is visible in the day-to-day operations and it is appreciated when the management implements improvement proposals that benefit the working conditions.

Discussion: It`s not possible to ignore the challenges facing the department. The reflections from the nurses regarding the desire to remain in the workplace were affected by the current situation and the challenges they experienced in their working conditions, which also affects the factors that are considered attractive.

The purpose of the study was to form a greater understanding how Talent Management is implemented in Swedish engineering industries. Focusing on how the engineering industries define both the concepts of Talent Management and Talent. The result shows that the participating organizations have diverse definitions for both concepts, however, there are similarities found in all organizations definitions. Furthermore, the result states that organizations rarely work with Talent Management based on only one approach and practice, instead the working methods often extend over several approaches. To explain the differences for the definitions, an extensive application to previous research was applied. Several theories on the different perspectives on practices are used in the study. The study was conducted using qualitative research, which consisted of six semi-structured interviews with Talent Management-coworkers from Swedish engineering industries. The results from the interviews were compared with previous research and after analysis, several topics were presented in the discussion and conclusion. The research confirmed previous determined factors as well as additional ones. Organizations' management of employees with Talent Management, strongly depends on the organizations' own unique cultures and values, which essentially confirms previous research in the subject. Through this, the results of this study complement the previous research but now in Swedish context. Furthermore, the study can also be used as a basis for the practicing community within the Talent Management area to face current competitive advantages, challenges, and priorities for engineering industries.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

The study has taken its starting point in discussions with a contact person in a multinational corporate group. The contact person described a desire to examine which communication channels that would be the most appropriate to use in the communication with line managers regarding HR-practices. The purpose of the study was to, in an multinational corporate group, examine, describe and analyse the relationship and communication between the HR-function and line managers as well as identify which opportunities and obstacles that exist for these areas. The theoretical starting points consisted of theories regarding relationships, communication and organisation.

The study is based on a qualitative approach and the empirical material is collected through seven semi-structured interviews as well as one written response based on the interview guide. The material has been analysed by thematic analysis. The results show that the relationship and communication between HR Business Partners (HRBP) and managers in the examined organisation are perceived as quite good. The interviews also show that the managers are happy with the support they get from their HRBP overall and that they rather get support and information through email unless it is issues that need to be discussed. Furthermore the study shows that the physical distance can affect the relationship and communication in a negative way because it reduces the number of informal and spontaneous meetings that can encourage the relationship. There is no strategy for the internal communication in the corporate group today, something that we think should exist.

Title: Attractive work within elderly care – What characterizes an attractive workplace for assistant nurses and care assistants?

Background and problematisation: Within a few years more elderly will be in need of some type of nursing care. This due to that mankind lives longer and have multiple diagnoses renders the need of more qualified nursing care. There is also a need to recruit new employees due to the large number of retirements coming up to the year 2026. There is a challenge in retaining and attract new employees to the elderly care though the profession has tough working conditions and low salaries. What makes employees stay in the profession is that they see the meaningfulness in helping other people and that they are well invested in their work.

Purpose: The purpose with this study is to explain and to some extent grasp what characterize an attractive workplace for assistant nurses and care assistants within the elderly care to get an understanding how they can be attracted and retained in the elderly care profession.

Theoretical reference frame: This study has been inspired by the model for attractive work. The model is based on factors that constitutes an attractive workplace. Due to the extensiveness of the mode, this study has chosen applicable factors to use within the elderly care system.

Previous research: This study shows previous research that touches on the history, different approaches, challenges and strengths. Focus in on assistant nurses and care assistant's role and prerequisites. The study also looks at what perceives as good and what can be changed to the better to create an attractive workplace that can retain and recruit new employees.

Method: This study has been inspired to use a quantitative method due to two other studies that used the model attractive work.

Results and conclusions: The results show that the relationship between work colleges and caretakers are ranked high and is the cause to that employees thrive at the workplace. The employees feel commitment to the work but at the same time have emotions of insufficiency and stress. The study points to factors considered valuable for an attractive workplace. The factors could potentially make employees retain in elderly care if they are offered - greater participation in decisions, a work schedule that the employee fells comfortable with and higher salaries. It is also important to feel a professional pride and that the public view of a low status work is changed so they understand the importance and the complexity of the task that assistant nurses and care assistants within the elderly care performs

The private employer's entry into the healthcare sector has created a variable labor market where public healthcare providers now compete with private actors for labor and skills. Regional healthcare institutions have not had as much need historically to work with their employer brand as private employers. With the impending retirement of employee’s born 1960-1980 and with an increased demographic change the sector is facing major recruitment needs. To guarantee a long-term supply of labor and skill and thus an opportunity for continued development and growth, there is a need within the regional healthcare providers to develop strategies and processes that both attract and retain nurses.     The purpose of the study is therefore to build an understanding of which factors in the work situation that are valued and gain an understanding of how these factors affect the nurses in their choice of employer.    The survey has been conducted with a hermeneutic perspective and an abductive approach where the starting point has been taken in the data collected through qualitative interviews with eight nurses active in regional healthcare institutions evenly distributed among two selection groups: nurses and staffing nurses.     The results of the study show that organizations working to improve and maintain the psychosocial work environment and create the conditions for a flexible working life with good development opportunities and leadership can promote employees experience of the work situation and strengthen their employer brand.  

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.

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.

The purpose of this research is to examine what factors that appears to be attractive in the work as a unit manager. In order to achieve this purpose, a qualitative research method was chosen, using semi-structured interviews with a sample consisting of unit managers and human resource consultants. The results generated in this research aims to improve the understanding of what factors that appears as attractive in the work as a unit manager. Furthermore, the research also aims to contribute to the understanding of what areas that needs to be developed in order to create an improved and healthier work-environment for unit managers. The results in this study shows that the factors that appears as attractive can be divided into three categories; prerequisites, impact and meaningfulness. This is highlighted in for example the size of the work-group, the level of independence inhabited and stimulation, which appears as factors crucial for the attractiveness in the role as a unit manager. The reason why this study is of vital importance is because understanding the factors that appears as attractive in the work as a unit manager can be crucial in maintaining the unit managers in the workplace.

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:

The author’s common interest for healthy employees, brought reasonto study how line managers can manage and develop this withsupport from HR. Previous research highlights that knowledge ofhow health is promoted is missing. Line managers have a key role inworking with contributors´ health. The aim of the study is toinvestigate how managers are working for the well-being ofemployees and which aid dedicated to line managers from the HRfunction, and how support and the work with employees’ health canbe developed. This study also investigates the approach on healthfrom each party. The method consisted of a case study, includingdata collection through depth interview with HR and focus groupinterview with heads of unit. The result of the HR interview showedoverwhelming support in individual conversations, but lack ofresources for the support function. HR requested additional resourcesand more health promotion work instead of rehabilitation. Heads ofunit are working with a wellness initiative for healthy contributors.Development points were found in increased support, developedwellness options, increased participation and performance appraisalswith a focus on the individual’s health status. The findings showthat heads of units are working with participation, attendance andhealth care but want more focus on the individual’s health status. HRneeds resources in order to support the heads of units in their healthcare. A common approach is missing between HR and heads of unitin their work for health promotion. Education, approach and supportshould be developed on the basis of the organization’s overallcontext.

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.

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.

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.

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.

The purpose of this study is to investigate the work situation for first-line managers' at Ludvika municipality. In this paper we have chosen to start from two issues:  ● How do first-line managers experience their work situation at Ludvika municipality?  ● What can be done to improve the first-line manager's future work situation?  To achieve the aim of the study, several methods has been used in which a quantitative method and a qualitative method are combined. The results of the study show that lack of support and resources, as well as too many employees, affect the first-line managers in their daily work by lack of time for work environment management and business development. Most of the firstline managers at Ludvika municipality work in an unsustainable work situation of too high demands together with too little support, which creates a lack of control over the work situation. According to Karasek's Job demand - control - support model, there is an increased risk of ill health among the municipality's first line managers.

This study was based on a need to increase the knowledge regarding what the Millennial generation consider constitutes an attractive employer. To be specific, the purpose was to examine the generation’s opinions about attractive factors in employers. Previous research and theory of attractiveness, employer branding and generations for example were used for the base as well as analysis. In order to answer the purpose a quantitative method was used in the shape of a survey distributed to a total of 152 construction engineering students that were Millennials, divided into two universities. The survey resulted in a total of 72 participants.

The result showed that the highest valued factors were to work in a happy and fun environment, to have good relationships with colleagues, opportunity to learn new skills, to gain careerenhancing experience, to work in an exciting environment and that the organization produces high-quality products and services. A categorization of these revealed that all the highest valued factors were other than economic aspects of the employer brand, in fact the majority were psychological.

Furthermore, possible differences in estimations were examined based on work experience and gender. The result showed, among other things, that the group with shorter work experience valued the majority of the most important factors higher while women valued all of them higher. This study’s result also demonstrated that none of the examined factors were valued remarkably low, which could indicate that an employer also should pay attention to other factors than the ones the participants regarded as the most important.

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.

En kommun ställs ofta inför en mängd olika utmaningar, som ställer krav påorganisationen, ledarna och medarbetarna. Hur ska kommunen bäst ta sig an dessautmaningar som samhället och omvärlden ställer för att kunna vara i framkant i sinorganisation och ständigt utveckla den? Att utveckla sina ledare som har en central roll iorganisationen kan vara ett taktiskt val av strategi för att nå målen som sätts upp iorganisationen. Alla frågor som rör kompetens, erfarenhet, utbildning och personlighetär centrala begrepp för att utveckla ledare (Day, Fleenor, Atwater, Sturm & McKee,2014). Syftet med föreliggande undersökning är att studera om ledarutvecklingen harbidragit med några förändringar eller effekter i kommunen. Genom att ha läst in sig påolika teorier, bland annat om ledarskap, kompetensutveckling och effekter av utvecklinghar en djupare förståelse ägt rum. Metoden i undersökningen är kvalitativ, därsemistrukturerade djupintervjuer har genomförts med åtta chefer som har genomgåttledarutvecklingen. Resultatet visar att efter genomförd ledarutveckling reflekterarcheferna mer över sitt ledarskap, de identifierar styrkor och utvecklingsområden vilketbidrar till kompetensutveckling för individen och för organisationen. De synligaeffekterna av kompetensutvecklingen beskrev cheferna att de fått genom en helhetssynoch en större förståelse för andra. Det skapades även en trygghet i sin ledarroll där deinsåg vikten av samverkan. Undersökningen kan bidra med att ge en bild av hur effektiven ledarutveckling kan vara. Genom att exempelvis skapa en öppenhet i organisationenoch ha tid för reflektion. Avslutningsvis framläggs några förslag på vad kommunen kanarbeta vidare med som exempelvis att fokusera mer på samverkan och skapatvärsektionella grupper. Även kommer några förslag på vidare forskning inom området.

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.

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.

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.

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.

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.

Organizations are dependent on the employees' unique knowledge, which has come to be regarded as the most important strategic resource. Knowledge is also important for organizations' success and competitiveness. To maintain competitive advantage, it is important to create successful learning opportunities that encourage both individual and collective learning. This study aims to describe and analyse how collective learning arises and the importance of leadership for collective learning. The theoretical frame is based on theories about what prerequisites are required for collective learning and the importance of leadership. The survey's empirical data has been obtained through semi-structured interviews with three employees and three leaders at a development department at a government agency in central Sweden. The study's results have been analysed in relation to the theoretical frame. The study's conclusions are that collective learning has the potential to arise through dialogue and reflection in group meetings, through close relationships and via digital documentation. The activities that leaders create and have the potential for collective learning are; planned activities such as departmental days that enable joint exercises, knowledge forums and common lunches. Furthermore, leaders create the prerequisites by building relationships with their employees and encouraging employees to collaborate by stating cooperation as a pay criterion.

Detta examensarbete har sitt fokus på organisationskultur och policydokument i en offentlig

organisation. Syftet för den undersökning som utfördes var att öka förståelsen för relationen

mellan organisationskultur och policydokument samt att undersöka vilken betydelse

policydokument och organisationskultur har för personalen. Vår ambition var att undersöka

hur personalens förhållningssätt till policydokument är, om policydokumenten är en del utav

deras organisationskultur, hur kulturen kommer till uttryck på deras arbetsplats samt hur den

undersökta enheten arbetar med policydokument. Resultatet av undersökningen visar på att

det inte finns ett aktivt arbete med policydokument. Policys är någonting man använder sig

utav vid uppkomna situationer och detaljkunskapen om dessa policydokument var bristfällig

hos respondenterna. De visste vart dessa dokument fanns att tillgå men inte vad själva

dokumenten innefattade. Den tidigare erfarenheten av implementeringen av policys var

negativ bland medarbetarna. Den erfarenheten som de flesta utav respondenterna talade om

var en specifik personalpolicy. Denna policy hade en tidigare chef försökt implementera och

denna implementering hade skett på ett bristande sätt men är till viss del ändå levande i

verksamheten. En annan del av resultatet visade att det fanns en stark organisationskultur som

präglades utav en familjär känsla och en positiv attityd. Resultatet visar att det fanns stark

organisationskultur men även starka subgrupper inom enheten. Utifrån det som framkom

under denna undersökning så har vi skapat rekommendationer. Dessa rekommendationer utgår

ifrån hur vi anser att Städservice kan arbeta med policys på ett strukturerat sätt samt hur de

kan lyfta fram det positiva som de redan gör.

The theoretical starting point for this study was that employees are affected depending on how they experience demands, control and social support in the workplace. The purpose of this study was to create a deeper understanding of the psychosocial work environment, by examining the risks and health factors that employees perceive in their work environment. The study has used a qualitative study in which eight semi-structured interviews were conducted on the basis of a purposeful selection of the collective employees of an industrial company.The result shows that employees felt that good leadership, social support and high influence were the most prominent health factors. The risk factors identified in the study were staff shortages, high efficiency and production goals as well as lack of leadership in the form of lack of knowledge and the absence of the highest manager. The employees who felt they could handle their workload in a good way were the employees who, for example, described that they had a supportive manager and good control in the work. However, the study found that the factors that some employees perceived as health factors could be perceived by others as risk factors. This turned out to be due to how the employees perceived their work situation. The conclusion showed that both a collective and an individual perspective must be taken into account when organizations choose to work with the requirements and control model

The purpose of this study was to contribute to a deeper understanding of factors that are crucial for long-term well-being and health from an employee perspective. This by studying what employees in the social sector in Borlänge municipality experience contributes to well-being and health in the workplace. Furthermore, this study intended to give suggestions on how the work with health factors in Borlänge municipality can be developed. To best answer the purpose, a qualitative method was chosen in which the approach for collecting empirical data was semi-structured interviews with long-term healthy employees from the area of personal assistance. The results showed that factors such as supportive leadership, participation, autonomy, positive work climate and work-life balance were common in the respondents work situation, which are factors that has shown to have a positive effect on employees' health. Furthermore, the respondents' long-term well-being and health could also be explained by additional health factors that were identified in their work environment. The respondents described that security due to long work experience and work ethic linked to loyalty were factors that contributed to their well-being. The experience is described as a means of handling various situations that may arise in the work situation as well as stress reducing as it creates a clarity about what expectations are in the work and between colleagues. High work ethic due to loyalty seems to be rooted in a desire to contribute to the benefit of another human by being an important resource in his or her life. All in all, the results show that the foundation for successful environment work with health factors requires security and trust partly between the manager and employees and partly between the employees. Finally, the study's results show that, in certain circumstances, health factors may contribute to new opportunities for promoting work environment work.