du.sePublications
Change search
Refine search result
1234 101 - 150 of 155
CiteExportLink to result list
Permanent link
Cite
Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • chicago-author-date
  • chicago-note-bibliography
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf
Rows per page
  • 5
  • 10
  • 20
  • 50
  • 100
  • 250
Sort
  • Standard (Relevance)
  • Author A-Ö
  • Author Ö-A
  • Title A-Ö
  • Title Ö-A
  • Publication type A-Ö
  • Publication type Ö-A
  • Issued (Oldest first)
  • Issued (Newest first)
  • Created (Oldest first)
  • Created (Newest first)
  • Last updated (Oldest first)
  • Last updated (Newest first)
  • Disputation date (earliest first)
  • Disputation date (latest first)
  • Standard (Relevance)
  • Author A-Ö
  • Author Ö-A
  • Title A-Ö
  • Title Ö-A
  • Publication type A-Ö
  • Publication type Ö-A
  • Issued (Oldest first)
  • Issued (Newest first)
  • Created (Oldest first)
  • Created (Newest first)
  • Last updated (Oldest first)
  • Last updated (Newest first)
  • Disputation date (earliest first)
  • Disputation date (latest first)
Select
The maximal number of hits you can export is 250. When you want to export more records please use the Create feeds function.
  • 101.
    Klingberg, Monique
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Larsson, Sandra
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Sex timmars arbetsdag –ett modigt beslut: För att bli en attraktiv arbetsgivare2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The study examines how the employees job satisfaction has changed after a work reduction.

    This occurred in terms of changing the amount of working hours where the employees went

    from eight-hour work day to six-hour work day while maintaining full-time pay at a small

    private service company. The aim is to investigate how this type of work reduction is related

    to employees job satisfaction and thereby increase the understanding of the two phenomena. It

    appears that employees job satisfaction has changed since the reduction of working hours.

    Regarding the individual factors at the workplace some factors has declined while some

    factors has increased. In the discussion it appears that there is a risk of illness that can affect

    the employees due to lack of support, lack of control and increased demands. The current risk

    of illness can be seen as acceptable, given to the varying workload which means that

    employees during periods get time for recovery. Despite the circumstances prevailing high

    global job satisfaction, which in turn should mean that the theories that have been used,

    contains some shortcomings as regard to variations in workload is not taken. The resultsbased

    analysis revealed three themes which were seen appropriate for employees and their job

    satisfaction. These themes consisted of changes in relationships, changes in work and changes

    in rewards. The theoretical framework for the study includes the expectation theory, twofactor

    theory of the demand- control- support- model as well as the efforts- rewardimbalance-

    model. Data was collected using four semi-structured interviews where the

    respondents consisted of employees in the selected case. The study is designed for qualitative

    method and a phenomenological approach. The study has been designed in the form of a case

    study.

    Download full text (pdf)
    fulltext
  • 102.
    Kuru, Robin
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Knijnenburg, Sam
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Triangeldrama i trepartsförhållandet: En kvalitativ studie om konsultchefers hälsofrämjande ledarskap i bemanningsbranschen2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study is to create an increased understanding of consultant managers' perceptions about the consequences of the tripartite relationship between consultant, consultant manager and client on the health-promoting leadership. The study has a hermeneutic approach with an abductive research approach. The empirical material was collected through eight semistructured interviews with consulting managers from a staffing company. The result of the study shows difficulties in the tripartite relationship due to the distance leadership between the consultant and the consultant manager and the shared work environment responsibility that exists between the staffing company and the client. The consultants have difficulty in determining what is and what’s not work-related. Furthermore, the consultants lack organizational support for carrying out health-promoting leadership. The conclusion is that the tripartite relationship creates a distance leadership in the form of physical and psychosocial distance that can affect the consultant's health. Health-promoting leadership in a tripartite relationship requires the consultant manager to delegate the responsibility for health to the consultant. This is done by the consultant manager motivating the consultant to eat healthy and engage in other health promotion activities. The conclusion is also that there are conflicting requirements in the tripartite relationship, which means that the consulting manager can’t work with the health-promoting leadership that they want. Lack of time and resources in the form of money means that the staffing agency's profitability and the customer's wishes are prioritized at the expense of the consultant's health. The limitations of the health promotion leadership are also built on the fact that the concept of health is difficult to measure with economic terms. Hence only the consultant's health is measured by sickness absence. As a result, most measures to promote a consultant's health take place through reactive measures when illness has already occurred.

    Download full text (pdf)
    fulltext
  • 103.
    Lappalainen, Mariette
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Sundlöf, Johanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Gränsdragning mellan arbete & fritid: Närvaro i sin frånvaro2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Our purpose in this study is intending to describe the significance of the boundless work gets the manager's role, based on the changes taking place in today's working life and how the boundaries between work and leisure are handled. We chose to carry out our study in the form of interviews, where we interviewed six employees within a public organization in Dalarna, Sweden. The results we obtained were analyzed based on previous research and theories that we have taken part of. The results of our study show that managers are directly or indirectly affected by the changes taking place in the workplace and that it´s also something that affects the way managers manage the boundaries between work and leisure. The study results also show that managers mean that these changes contributes to change their way of acting in the role of manager and that makes different demands on their skills. The results also show that the requirements of the work must be reasonable; in order to create a balance between work and private life, and that primarily it is not the quantitative factors in relation to the work that creates a sense of limitlessness. With quantitative factors we mean those factors traditionally described as more specific work factors such as job design, working time, availability or the number of tasks to perform. Instead illustrates the result of an emotional feeling of stress may arise in relation to the personal experience of a delicate situation at work or when their skills are not sufficient in performance, and that can create a blurred line between work and leisure.

    Download full text (pdf)
    fulltext
  • 104.
    Larsson, Robert
    et al.
    Mälardalens högskola, Hälsa och välfärd.
    Stier, Jonas
    Mälardalens högskola, Hälsa och välfärd.
    Åkerlind, Ingemar
    Mälardalens högskola, Hälsa och välfärd.
    Sandmark, Hélène
    Mälardalens högskola, Hälsa och välfärd.
    Implementing health-promoting leadership in municipal organizations: managers' experiences with a leadership program2015In: Nordic Journal of Working Life Studies, ISSN 2245-0157, E-ISSN 2245-0157, Vol. 5, no 1, p. 93-114Article in journal (Refereed)
    Abstract [en]

    The aim of this study was to analyze how line and middle managers experience and describe barriers and enablers in the implementation of a health-promoting leadership program in municipal organizations. A qualitative case study design was applied to examine the leadership program in a case involving implementation of an organizational health intervention. Data were mainly collected using semi-structured interviews with line and middle managers participating in the leadership program. Interviews with senior managers, notes from meetings/workshops, and written action plans were used as complementary data. The interview data were analyzed using a thematic analysis, and the complementary data using a summative content analysis. The findings show that the interviewed line and middle managers experienced this leadership program as a new approach in leadership training because it is based primarily on employee participation. Involvement and commitment of the employees was considered a crucial enabler in the implementation of the leadership program. Other enablers identified include action plans with specific goals, earlier experiences of organizational change, and integration of the program content into regular routines and structures. The line and middle managers described several barriers in the implementation process, and they described various organizational conditions, such as high workload, lack of senior management support, politically initiated projects, and organizational change, as challenges that limited the opportunities to be drivers of change. Taken together, these barriers interfered with the leadership program and its implementation. The study contributes to the understanding of how organizational-level health interventions are implemented in public sector workplaces.

  • 105.
    Lewer, John
    et al.
    University of Newcastle.
    Wigblad, Rune
    Strömstad Akademi.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science.
    A comparative analysis of consultation obligations on business over collective redundancies in Sweden and AustraliaManuscript (preprint) (Other academic)
  • 106.
    Linderfyhr, Jessica
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Malm, Mikaela
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    She’s the Boss – HR och kvinnligt chefskap: Hur Human Resources kan arbeta för att främja kvinnorschefskarriärer2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    According to surveys conducted by the organization

    Ledarna, there is a recurrent problem of

    recruiting young women to senior positions. The purpose of this essay is to investigate what

    may affect women's desire to seek a managerial position and to design a HR strategy that

    promotes and motivates women to seek executive positions.

    Young women feel doubtful about manager positions because of the feeling of lack of

    experience and difficulty identifying themselves with the stereotype manage standard. Aspects

    of the management that motivate are the ability to influence, make decisions and gain personal

    development. The fact that a manager has a high workload is something that is referred to as

    negative while the challenge in the manager position attracted the interviewees. Focusing on

    difficulty in balancing work and private/family life can be an overriding explanation that fewer

    women choose a managerial career. In many cases, the manager position offers an opportunity

    for flexible working hours, which benefits the balance between work and private life. A key

    factor in combining management positions with family and children is an equal distribution of

    household work and responsibility for the children. Several of the interviewees have gained

    their position through encouragement, something that was crucial for the manager position. In

    order to motivate young women into management positions, engagement is needed in which

    female executive subjects are discovered and encouraged to career.

    The work is based on a qualitative approach with semi structured interviews as a collection

    method. The results are analyzed based on the theoretical reference frame compiled within the

    focus area. Throughout the structure of the work, the thematic approaches are based on the

    questions: What is it that makes young women doubt about leadership? What can motivate

    young women to want to become a manager? How can work life as a manager be combined

    with privacy/family life? How can recruitment be improved to motivate young women to seek

    executive positions?

    Download full text (pdf)
    fulltext
  • 107.
    Lindmark, Rebecka
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Vinberg, Joanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Mellanchefers upplevelser av psykosocial arbetsmiljö inom distributions- och logistikverksamhet – en pendling mellan hög aktivitet och låg stress?2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The researchers' genuine interest in the psychosocial work environment with the relationship

    to middle managers’ has raised a deeper interest within the field and highlight key elements in

    form of demands, control and social support. Progress towards increased awareness of the

    psychosocial work when illness in today’s working life has increased and the Work

    Environment Authority's new regulations on organizational and social work are in the centre.

    In the same line as an increased awareness has taken place on the psychosocial work

    environment, we want to present a special focus to middle managers whom must be able to

    manage the demands both from the top and the down. The study has mainly been based on

    Robert Karasek and Töres Theorell’s demand/ control model.

    The aim is to examine middle managers’ experience with focus on the psychosocial working

    conditions in a private company in the distribution- and logistics operations. The method

    consisted of a qualitative approach in form of a case study in which semi-structured

    interviews have been the basis of eight respondents from the distribution centre The result

    shows that middle managers have a high degree of influence, the experience of work

    requirements vary, but in connection to the position requirements are reasonable. The social

    support is perceived as good in the workplace and is considered as an important and vital part

    in work.

    The conclusions reached are that the function managers have reasonable demands and they

    are experiencing a good level of control at work, but to have an excessive control at work can

    lead to negative stress. A balance of commuting between active jobs and low-stress jobs are

    considered to be an advantage in maintaining a good psychosocial work environment. This is

    to counteract the negative effects that may occur to be within each component during a long

    time. In the study, it was demonstrated that the company is considered to have a good

    psychosocial work environment and this shows a good example in today’s working life.

    Download full text (pdf)
    fulltext
  • 108.
    Lindsköld, Terese
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Sparr, Johanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Föräldraledighetens påverkan av kvinnligt och manligt karriäravancemang: En kvalitativ studie om kvinnliga och manliga chefers upplevelse av att kombinera föräldraskap och chefskap på små och medelstora företag i Sverige2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The essay aims to examine how male and female managers experience the possibilities to combine parenting with their manager positions; as well as examining how patterns between their relationships to parental leave and career advancement can be explained based on gender studies. The result presents that parents holding a manager level position are experiencing difficulties with combining this with parenting, especially based on the high level of accessibility required at such position. Furthermore, the results states that the majority of managers who were interviewed regret their scope of parental leave taken and, in the case of a new position, would have taken a longer subsequent period of parental leave. The results also presented that the gender related pattern is attendant in terms of how the parental leave has been utilized; and what prerequisites women and men are considered essential in order to be able to combine managerial advancement with parenting. Gender related theories has been used to analyze and explain the gender related differences. The study was conducted with a qualitative research where ten semi structured interviews were conducted. Both genders were equally represented in the interviews, as a comparative perspective was implemented in the analysis of the empirical material. Previous research on large Swedish corporations, has shown that the financial aspect is one of the underlying factors for why employers are not promoting to facilitate parental leave. The results presented in this essay, can operate as a complement to the previous research; since this study has focused on small and medium-sized companies. Furthermore, this thesis can be used as a practical basis, which describes the financial, ethical, and structural considerations that may arise during recruitment, provision of skills, and organizational decisions in relationship to parental leave.

    Download full text (pdf)
    fulltext
  • 109.
    Loveere, Cecilia
    et al.
    Dalarna University, School of Health and Social Studies, Human Resource Management.
    Hultman, Erika
    Dalarna University, School of Health and Social Studies, Human Resource Management.
    Det är kompetensen som avgör: En studie av rekryterares föreställningar i en mansdominerad bransch2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Studien syftar till att undersöka vilka föreställningar som kommer till uttryck då rekryterare inom stål- och verkstadsindustrin talar om jämställdhet, kompetens samt rekrytering. Syftet är också att kritiskt granska vilka konsekvenser dessa föreställningar kan få för rekryteringsprocessen. En hermeneutiskt ansats har valts, och sex semistrukturerade intervjuer med rekryterare inom stål- och verkstadsindustrin har genomförts. Av studien framgår att rekryterarna anser att jämställdhetsfrågor är viktiga att ta hänsyn till. Det framgår också att företagen, enligt rekryterarna, inte har någon uttalad definition på kompetens. Rekryterarna menar också att magkänsla spelar roll vid valet av kandidat. Studiens resultat visar också att rekryterarna har omedvetna könsstereotypa föreställningar. En konsekvens av detta skulle,enligt författarna, kunna bli att föreställningarna ligger till grund för rekryterarnas magkänsla som också skulle kunna påverka deras definition på kompetens. Detta skulle kunna leda till att bedömningen av en kandidat blir subjektiv, vilket innebär att kompetensen inte enbart är avgörande i en rekryteringsprocess.

    Download full text (pdf)
    fulltext
  • 110.
    Lundgren, Mats
    Dalarna University, School of Education and Humanities, Education.
    FOKIS-projektet: fack och kooperation i samverkan för att skapa nya arbeten1998Report (Other academic)
  • 111.
    Lundgren, Mats
    Dalarna University, School of Education and Humanities, Education.
    Förmår facket att spela en roll i lokal arbetsorganisationsutveckling?: Erfarenheter från ett LO-program om kunskapsutveckling, arbetsorganisation och lönesystem2002Report (Other academic)
  • 112.
    Lundgren, Mats
    Dalarna University, School of Education and Humanities, Education.
    Sociala Ekonomins Idécentrum i Dalarna: En utvärderande studie2007Report (Other academic)
  • 113.
    Lundgren, Mats
    Dalarna University, School of Education and Humanities, Education.
    ”Uppfinnarverkstaden”: ett EU-projekt inom europeiska socialfonden avseende långtidsarbetslösa ungdomar i åldern 17 - 24 år med extra behov av stöd och hjälp1997Report (Other academic)
  • 114.
    Lundgren, Mats
    Dalarna University, School of Education and Humanities, Education.
    WWW.arbetslinjen.com: En studie av ett projekt om samverkan för att underlätta tillträdet till arbetsmarknaden för personer i aktivitetsgarantin2005Report (Other academic)
  • 115.
    Lundgren, Mats
    Dalarna University, School of Education and Humanities, Education.
    Youth Lift ett EU-projekt inom europeiska socialfonden: ett introduktionsprogram för unga som inte deltar i gymnasieskolans ordinarie program. – Utvärdering1997Report (Other academic)
  • 116.
    Lundgren, Mats
    et al.
    Dalarna University, School of Education and Humanities, Education.
    von Schantz Lundgren, Ina
    Dalarna University, School of Education and Humanities, Education.
    Att vara ung, långtidssjukskrivenoch arbetslös: En utvärderande studie av projektet Livskompetens2009Report (Other academic)
  • 117.
    Lundgren, Mats
    et al.
    Dalarna University, School of Education and Humanities, Education.
    von Schantz Lundgren, Ina
    Dalarna University, School of Education and Humanities, Education.
    Coachning i arbetsmarknadspolitiska aktiveringsprojekt2011In: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, Vol. 17, no 1, p. 25-36Article in journal (Refereed)
    Abstract [sv]

    Under senare år har det skett en individualisering av välfärdspolitiken på arbetsrehabiliteringens område. Aktiveringsprojekt och coachning som riktar sig till långtidsarbetslösa och långtidssjukskrivna utgör konkreta exempel. Kunskaperna om vilken roll dessa aktiviteter fyller verkar dock vara begränsade. I den här artikeln fokuseras, med utgångspunkt i erfarenheter från två aktiveringsprojekt, coachningens roll som metod för arbetsrehabilitering.

  • 118.
    Lundgren, Mats
    et al.
    Dalarna University, School of Education, Health and Social Studies, Education.
    von Schantz Lundgren, Ina
    Dalarna University, School of Education, Health and Social Studies, Education.
    Möjligheternas Hus: Om ett projekt med en vision att skapa ett socialt företag för människor med psykiska funktionsnedsättningar2012Report (Other academic)
    Abstract [sv]

    Bakgrunden till projektet Möjligheternas Hus var att det fanns ett behov av att utveckla rehabiliteringsinsatser för individer med psykiska funktionsnedsättningar som står långt från arbetsmarknaden, men även att de skulle erbjudas tillgång till en meningsfull daglig verksamhet. Rapporten syftar till att beskriva, problematisera och analysera hur projektet Möjligheternas Hus genomförts och vad det resulterade i. Den handlar om hur projektet har förmått fungera som ett verktyg för att skapa ett socialt företag för personer med psykiska funktionsnedsättningar. Rapporten behandlar även hur deltagarna har påverkats av sin medverkan i projektet, både vad avser deras livssituation i stort och deras möjligheter att bryta ett utanförskap samt hur projektet lyckades med att uppnå de mål som sattes upp. Deltagarna har startat ett socialt företag och de upplever att de kommit att må bättre. Flertalet uppger att de trivs bättre med livet, att de har ett rikare socialt liv, självförtroendet och självkänslan har stärkts och att det sociala företaget ger hopp för framtiden. En fråga som dock fortfarande är obesvarad är om sociala företag är ett framgångsrikt sätt att hjälpa och stödja individer som befinner i ett utanförskap att kunna lämna detta? Den här rapporten har inga svar på detta, med visar samtidigt att det är en fråga som behöver studeras ytterligare.

    Download full text (pdf)
    fulltext
  • 119.
    Lundgren, Mats
    et al.
    Dalarna University, School of Education and Humanities, Educational Work.
    von Schantz Lundgren, Ina
    Dalarna University, School of Education and Humanities, Education.
    Näringslivsutveckling i ett regionalt perspektiv: En följeforskningsstudie av projektet InnoWent, Teknikdalen. Slutrapport2010Report (Other academic)
    Abstract [sv]

    Projektet Innowent - en regional arena för samverkan och hållbar tillväxt är ett exempel på ett försök att utveckla samverkan mellan företag och offentliga organisationer i syfte att stärka den regionala ekonomiska utvecklingen. Projektet genomfördes av Stiftelsen Teknikdalen och Högskolan Dalarna. Den här rapporten avgränsas till ”Teknikdalsdelen”. I rapporten fokuseras följande frågeställningar: - Hur beskriver de involverade aktörerna att projektet genomförts och vad det resulterade i? - Vilka erfarenheter kan dras från att i projektform arbeta med att utveckla förutsättningar för att tillväxtföretag kan etableras och om detta skapar regional ekonomisk utveckling i sin förlängning, t.ex. i for av om det underlättar att branschkluster kan etableras? Kluster, d.v.s. ansamlingar av företag som samverkar inom en bransch i en region, anses kunna spela en viktig roll och därför beskrivs några grundläggande tankar om detta fenomen. Eftersom utvecklingen av en inkubator spelat en central roll i projektet, och att dess verksamhet kan i förlängningen antas understödja att kluster bildas, beskrivs vilken funktion en inkubator kan ha för att utveckla nya företag. Då coacher spelar en viktig roll i en inkubator beskrivs några olika infallsvinklar på hur denna roll kan spelas. Avslutningsvis behandla några bakomliggande tankar för att skapa vad som benämns som hållbar affärsutveckling (Corporate Social Responsibility (CSR)) och som kan ses som det fundament som delprojektet Hållbar affärsutveckling vilat på. Resultatet av projektet InnoWent (Teknikdalsdelen) kan sammanfattas som att det har bidragit till att utveckla en befintlig inkubator genom att bygga upp en fungerande organisation med ett nätverk av aktörer i form av en utvidgad och bättre organiserad idéjakt. Det inledande steget i inkubatorn har gjorts om till Business Start och antalet antagningstillfällen tredubblats. Projektet har utvecklat en verksamhet runt konceptet hållbar affärsutveckling, bl.a. genom att detta inkluderats i inkubatorn och genom att nya projekt inom detta område håller på att initieras. Det har skett en framgångsrik satsning på att nå ut med information om verksamheten genom att använda sociala medier som Facebook och Twitter, liksom att bygga internationella nätverk. Däremot kvarstår problem att hantera hur företagen, framför allt i det avslutande skedet av inkubatorn, lättare kan få tillgång till riskvilligt kapital. Projektet InnoWent framstår i flera avseenden som framgångsrikt, även om svårigheter inte saknats.

    Download full text (pdf)
    fulltext
  • 120.
    Lundgren, Mats
    et al.
    Dalarna University, School of Education and Humanities, Education.
    von Schantz Lundgren, Ina
    Dalarna University, School of Education and Humanities, Education.
    Om ett försök att etablera ett regionalt populärmusikkluster: Följeforskningsrapport av projektet BoomTown - en innovativ miljö för näringslivsutveckling inom musikbranschen2011Report (Other academic)
    Abstract [sv]

    Upplevelseindustrin växer och får allt större ekonomisk betydelse. I den här rapporten riktas intresset mot projektet BoomTown som är en regional näringslivspolitisk satsning med syfte att skapa ett kluster inom populärmusikbranschen. Det existerar emellertid olika uppfattningar mellan de som hävdar att det är möjligt att med näringslivspolitiska insatser bygga upp ett branschkluster och de som hävdar att ett sådant växer fram organiskt omöjligt att implementera genom planerade insatser. De som menar att det är möjligt att implementera ett branschkluster företräds främst av aktörer som på olika nivåer i politiska och administrativa organ arbetar med näringslivspolitiska insatser. De som hyser tvivel är framför allt forskare inom detta område. De anför att ett kluster i stället är resultatet av historiska händelser och oförutsedda faktorer, där slumpässiga händelser spelar en viktig roll. Syftet är från dessa utgångspunkter att beskriva och diskutera möjligheten att på en näringslivspolitisk grund skapa ett regionalt populärmusikkluster. Rapporten bygger på ett följeforskningsuppdrag, genomfört som en kvalitativ fallstudie.

    Resultatet visar att BoomTown har lagt en grund till något som skulle kunna utvecklas till ett regionalt musikkluster inom populärmusik. Strategin har varit att dels skapa en organisation som här benämns som ”BoomTown-familjen”. Regionala näringslivspolitiska insatser spelar i det här sammanhanget en viktig roll eftersom det i många fall inte finns någon annan än offentliga organ som är villiga att gå in och finansiera långsiktiga utvecklingsprojekt med ett osäkert utfall. Näringslivspolitik är emellertid inte heller en oproblematisk aktivitet och den innehåller per se en rad möjliga komplikationer, till exempel i form av komplexa och delvis motsägelsefulla regelsystem som skapar svårforcerade hinder. Försöken att bygga ett regionalt populärmusikkluster har nu pågått under de tre projekt som tillsammans utgör varumärket BoomTown under snart 10 års tid, men trots detta återstår fortfarande flera nödvändiga insatser. Arbetet går dock vidare och det är fortfarande ett oskrivet blad vad slutresultatet kommer att bli.

    Download full text (pdf)
    fulltext
  • 121.
    Lundgren, Mats
    et al.
    Dalarna University, School of Education and Humanities, Education.
    von Schantz Lundgren, Ina
    Dalarna University, School of Education and Humanities, Education.
    UngdomsFinsam - ”Det finns alltid en möjlighet att göra någonting!”: En utvärderande studie av ett samverkansprojekt mellan socialförvaltningarna i Gagnef, Leksand och Rättvik och Nedansiljans samordningsförbund.2011Report (Other academic)
    Abstract [sv]

    Syftet med rapporten har varit att sammanfatta erfarenheter och att dra slutsatser från den verksamhet som bedrivits i projektet UngdomsFinsam och hur detta har utveck-lats från starten 2008 och fram till och med sommaren 2011. Rapporten har även ett framåtriktat perspektiv genom att så långt möjligt försöka att identifiera problematis-ka situationer och andra typer av systematiska svårigheter på organisatorisk nivå som på olika sätt försvårar ett samarbete och som på så sätt försämrar möjligheterna att understödja projektdeltagarnas möjligheter att uppnå egen försörjning.

  • 122.
    Lundgren, Mats
    et al.
    Dalarna University, School of Education and Humanities, Education.
    von Schantz Lundgren, Ina
    Dalarna University, School of Education and Humanities, Education.
    W7 Dalarna: Ett projekt om entreprenörskap, likabehandling, jämställdhet och integration2012Report (Other academic)
    Abstract [sv]

    Rapporten är resultatet av ett följeforskningsuppdrag av projektet W7 Dalarna – entreprenörskap, likabehandling, jämställdhet och integration och syftar till att beskriva och tolka erfarenheter och resultat i relation till uppsatta mål och hur detta arbete förlöpte samt vad det resulterade i. Projektet har bundit samman affärsrådgivare i sju kommuner med uppgift att stödja kvinnor och invandrare och på så sätt har ett redan etablerat nätverk utvecklats och stärkts. Kommuner har generellt begränsade resurser och arbetet med näringslivsutveckling. Små kommuner i glesbygd är ändå kanske extra utsatta i det avseendet och på så sätt framstår nätverkssamverkan som ett värdefullt sätt att arbeta på.  Resultatet visar att det krävs tämligen stora insatser i form av rådgivning för att en företagsetablering verkligen ska komma till stånd. En annan erfarenhet är att en företagarskola kan attrahera nya grupper av potentiella företagare som ges en möjlighet att prova om deras idéer kan ha kommersiell bärighet. Däremot visade det sig att det är svårt att få gehör för jämställdhetsfrågor i små företag, liksom att det för utlandsfödda individer finns många hinder att passera om man inte behärskar det svenska språket tillräckligt väl och känner till hur det svenska samhället fungerar.

    Download full text (pdf)
    fulltext
  • 123.
    Lundgren, Mats
    et al.
    Dalarna University, School of Education and Humanities, Educational Work.
    von Schantz Lundgren, Ina
    Dalarna University, School of Education and Humanities, Education.
    Ahnberg, Elisabeth
    Dalarnas forskningsråd.
    Messing, Jan
    Dalarnas forskningsråd.
    Driv eget / livskraftigt företagande: En följeforskningsstudie av ett projekt för att stödja nyföretagande, utveckling av etablerade företag och ägarväxlingar : Delrapport september 20102010Report (Other academic)
  • 124.
    Lundström,, Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Mattsson, Julia
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    På väg mot ett Attraktivt arbete: En kvalitativ studie huruvida arbetsgivaren respektive medarbetarna uppfattar Attraktivt arbete på ett transportföretag.2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The problem formulation that underlies the study is whether the employer takes in consideration the variety views of individuals regarding the attractive work, in order to attract, but above all, to retain staff. The purpose is how the Attractive work is perceived from an employee and employer perspective, as well as the relationship between the two perspectives.

    The theory formation in which the study is based is the model Attractive work, where job satisfaction, work content and working conditions are the core. Furthermore, theories that highlight how the organization should work to be perceived as an attractive employer is concerned, thus creating the conditions for attracting and retaining skills. The study has an inductive approach and a qualitative method has been applied. The data has been obtained through interviews with the help of six employees and with an employer representative within the same organization. The interviews have touched on issues that capture, what, how and why the work is perceived as attractive and how attractiveness can increase.

    The result of the study is presented in an empirical analysis in which the respondents' words and actions have been interpreted. Empirical analysis answers what factors are crucial for all respondents to experience their work as attractive as well as how the attractiveness of the work can increase. Empirical analysis also captures the factors that employers and employees want to improve, and how the employer brand can be strengthened from inside and out.

    The conclusion of this study is that the concept of Attractive work is a complex concept that is individual-based and is therefore interpreted differently from employees to employees. It is therefore important for organizations that want a strong employer brand and are perceived as an attractive employer to identify what employees consider attractive and what challenges they seek in their daily work. Even as in this study, when the employees perceive their work as attractive, there are usually improvement measures to continue to increase the attractiveness of the employees. Therefore, it is important that the company works continuously with its attractiveness as well as its Employer value proposition, employee engagement, to live up to the promises promised to employees. The organization should also make the benefits visible that concern employees and these should be included in the organization Employer value proposition. The study has resulted in a concrete action plan, and further the possibilities for further research based on the results and conclusions of this study.

  • 125.
    Magnusson, Annika
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Ett första steg mot ett Employer Value Proposition för Förskollärare i Borlänge kommun: En studie av en kommuns möjligheter och dilemman vid applicering av Employer branding på förskolläraryrket2014Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
    Abstract [sv]

    Borlänge kommun upplever liksom många andra kommuner svårigheter att rekrytera förskollärare eftersom glappet mellan tillgång och efterfrågan blir allt större. Borlänge kommun vill börja arbeta med konceptet employer branding för att bli en attraktivare arbetsgivare. Syftet med denna studie är att undersöka konceptet EVPs och metoden IPI-analys tillämplighet på förskolläraryrket i den kommunala sektorn samt att identifiera betydelsefulla EVP-relaterade attribut för att kunna attrahera och behålla förskollärare i Borlänge kommun. I den teoretiska referensramen presenteras tidigare forskning och teoretiska utgångspunkter för att skapa förståelse för employer branding och hur EVP-relaterade attribut kan identifieras. Studien har genomförts genom kvalitativa metoder där de tre perspektiven medarbetare, ledning och studenter undersökts. För att skapa en djupare förståelse för vilka attribut som är viktiga och deras betydelse har tre fokusgrupper och tre intervjuer genomförts. För att inte styra respondenterna utan istället komma åt deras "egna" tankar har öppna frågor använts. Resultatanalysen visar att närheten till det egna boendet är av stor vikt vid val av arbetsgivare. För att medarbetare ska välja att pendla krävs stora skillnader mellan arbetsgivarna vilket varken medarbetare eller studenter tror existerar i dagsläget. Vid identifieringen av EVP-relaterade attribut upptäcktes flera dilemman vilket gjorde det problematiskt att få fram ett tillräckligt attraktivt EVP. Trots problemen med vissa av de EVP-relaterade attributen ses konceptet EVP och metoden IPI-analys kunna bidra med viktiga kunskaper för hur organisationen/HR kan arbeta framöver för att bli en attraktivare arbetsgivare för nuvarande och potentiella medarbetare samt vad som skulle kunna bidra till utvecklandet av ett attraktivare EVP. Studien visar att det inte räcker med att kommunicera vad som är attraktivt idag utan att det behövs verkliga förändringar för att kunna utveckla ett tillräckligt attraktivt EVP som kan locka potentiella medarbetare att pendla. Slutsatserna är att konceptet EVP och metoden IPI-analys i detta fall anses ha viss tillämplighet för förskolläraryrket i den kommunala sektorn samt att då den kommunala kontexten ses ha stor påverkan vid appliceringen av konceptet employer brand/EVP så behövs mer forskning gällande vilka problem som kan uppstå och hur detta kan hanteras.

  • 126.
    Magnusson, Peter
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Lundmark, Malin
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Uppföljning och utvärdering av det balanserade styrkortet: Är balanserat styrkort ett värdeskapande och strategiskt instrument inom den kommunala verksamheten?2016Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
    Abstract [en]

    The need to steer economic development has always been great and as

    management model has the balanced scorecard has been popular since the mid-

    1990s, mainly in the private sector but also in the municipal sector. The

    introduction of the balanced scorecard has been primarily to organizations to see

    more than economic dimensions. The Balanced Scorecard was originally a

    measurement system, and today it works more as a strategic instrument. In our

    study is a case study to evaluate a municipality and how they make use of the

    balanced scorecard as a tool for strategic and value-adding work in municipal

    activities.

    In the local business is it important that the organization adapts the balanced

    scorecard, so it fits on the basis that it is a politically driven organization, with

    mandates, committees and administrations. In our study, we used a qualitative

    method with a deductive approach. In the study, we have gathered information

    through a case study where we interviewed 7 people in leading positions. In our

    analysis and results section, we came to the conclusion that the municipality does

    not use the balanced scorecard correctly. We also found that the balanced

    scorecard as a tool for value creation and strategic planning does not work in a

    favorable way. In our study, we see difficulties with the implementation of the

    balanced scorecard. If the municipality has invested in implementing the balanced

    scorecard at all levels of the business so the municipality would be able to use it on

    one of the activities more adequately. When the municipality is a politically driven

    organization, it is important that vision alive and changing based on the conditions

    that reflect the outside world and the municipality in general. Looking at a vivid

    vision, goals and business ideas, it's balanced scorecard in line with how a

    balanced scorecard should look like. The municipality has a strategic plan in terms

    of staff and employees at large. In the study, we have seen that the strategic plan is

    not followed up in a good way and for the business favorably, the municipality

    chooses the easy way out for evaluation.

    Employee participation to changes and ongoing human resources management

    feels nonexistent. However, as has been the vision of creating empowered and

    motivated employees. In our conclusion, we describe how we in our study look at

    the use of the balanced scorecard in municipal operations. We can also discern that

    a balanced scorecard as a tool for value creation and strategic work is good if it is

    used properly. In the study, we have concluded that the municipality we have

    chosen to study should not use the balanced scorecard when you have not created

    the tools and platforms required for employees, civil servants and politicians to

    evaluate, monitor and create a living scorecard change over time. The study

    reveals major shortcomings in the implementation, evaluation and follow-up

    possibilities, and the consequence of this is that the balanced scorecard is not

    - 4 -

    preferable in municipal operations as a strategic instrument for value creation and

    long-term planning.

    Download full text (pdf)
    fulltext
  • 127.
    Martinsson Hansen, Antonia
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Rosén, Elin
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Humankapital i statens tjänst: En fallstudie av Länsstyrelsen Dalarna2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The study was based on an assignment from the County of Dalarna to examine the

    psychosocial work environment within the organization, with limitation to work load, work

    rate and goal clarity. The aim of the study was to create an understanding for the relationship

    between public sector as a context, psychosocial work environment and human capital.

    Furthermore, the aim was to design an action plan to the County of Dalarna to improve the

    psychosocial work environment within the organization. The theoretical base consisted of

    theories regarding public sector with focus supervisory and administrative authorities, and

    psychosocial work environment. A fundamental theory for the study was Job Demands-

    Resources Theory. Theories concerning human capital and knowledge intense co-workers

    were also used in the study.

    The study was qualitative, and individual interviews were conducted with six (6) co-workers.

    Two group interviews were also conducted with two (2) trade-union representatives

    respectively three (3) managers. The result and analysis showed that the co-workers

    experienced high work load and a low degree of goal clarity. Furthermore, individual and

    subjective views and experiences had an impact on the outcome. The conclusions were that

    there is a complex relationship between public sector, psychosocial work environment and

    human capital, and that there are different relationships on different levels within the

    psychosocial work environment.

    Taking account of the organization's resources and

    requirements has proven to be of importance for the psychosocial work environment and the

    work to improve it. Proposed measures were changed views on skills supply among others.

    Download full text (pdf)
    fulltext
  • 128.
    Nilsson, Linnéa
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Malmberg, Sara
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    "Bolagsverket är mer modernt än jag tänkte mig": Hur kan statliga myndigheter arbeta med Employer Branding för att attrahera Generation Y?2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Introduction: Employer branding is a relatively new concept that has begun to be used as a strategy in Human Resource Management. By developing an Employer Brand, organizations can attract and retain talented workers and thus ensure their survival. However, there is no research on how employer branding can be used in the public sector to attract the newest gen-eration in the labor market; Generation Y.

    Objective: The purpose of this study is to increase understanding for how governmental em-ployers can work with Employer Branding to attract Generation Y.

    Method: The study is based on qualitative method and a phenomenological and deductive re-search approach. Research design was in the form of a case study. Nine semi-structured inter-views were conducted with respondents from Swedish Companies Registration Office, four interviews with people who work with Employer Branding and five who belong to Generation Y.

    Theories: "Employer Branding Predictive Model"

    Conclusions: The study reveals that the governmental employer is attractive to Generation Y but could improve the external communication of its Employer Brand. Without an explicit tar-get group and a pronounced Employee Value Proposition, the external communication is un-clear which reduces the employer's attractiveness to potential employees. The attractiveness arises only when the individuals from Generation Y already are recruited into the organization.

    Download full text (pdf)
    fulltext
  • 129.
    Norelius, Isabell
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Andersson, Patricia
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Vi vill, vi kan men hur?: Att använda sig av anpassade verktyg för cheferna inom vård och omsorg för att förmedla sitt ledarskap till sina medarbetare2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Our purpose with this study is to highlight the tools that may be required for the unit managers that they should be able to convey their leadership to their employees. This is due to the employees of the municipality are not completely satisfied with the leadership of the municipality or its managers, as evidenced in the employee survey conducted in 2014 by the municipality. In the same employee survey revealed also that the sick leave among employees in the municipality can depend on leadership. Therefore we have chosen to examine a part of the municipal unit managers and how they see their own leadership, and what they can do to get their employees to feel better and prevent sickness. When the time was to examine all unit managers within the chosen municipality, was elected the health and care administration unit managers out for our own survey. The results of our survey precipitated itself so that unit managers require more time to devote themselves to its employees and administrative support necessary to facilitate the unit managers. If the unit managers will receive more time to spend with their employees, it can create strong psychological ties between them, allowing the trust from employees to the unit managers will be strengthened. When trust is strengthened dare employees turn to their unit managers to tell how they feel. By picking out the administrative tasks and instead give them to an assistant, unit managers get more time to spend with his staff and from this they could possibly get an overview of how the business works. The overview enables them to make better strategic decisions for their business and employees.

    Download full text (pdf)
    fulltext
  • 130.
    Perunovic, Anja
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Enges, Maja
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Psykosocial arbetsmiljö hos den mänskliga resursen: En sambandsstudie mellan prestation, motivation och stress i arbetslivet2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study aims to treat the relationship between the factors performance, motivation and stress together with how their effect on the individual takes place in worklife. The choice of purpose is based on an observation of a knowledge gap between the factors in relationship to each other. A quantitative approach has been applied to study the relationship amongst the three factors.

    This quantitative study is based on surveys that have been answered by employees from three companies in the real estate sector in Dalarna county. To find a link pattern between the factors, a statistical analysis has been used. Based on the survey, the answers show that the different factors are preceived to influence each other amongst the respondents. Where the effect of one factor affects other factors in the working life of the individual.

    In the theoretical frame of reference relevant research has been presented in order to create an understanding of performance, motivation and stress. Previous studies and theories are used to explain the different factors as well as their relationship to each other. Research in the theoretical frame of reference is compared to the studies empirical finding in order to analyze and discuss the material as well as the knowledge gap. The conclusion is that the factors interact with each other and that performance, motivation and stress together have an influence on the working life.

  • 131.
    Rosén, Gunnar
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Andersson, Ing-Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Utvecklingen inom exponeringsbedömning av kemiska arbetsmiljörisker: Historiskt och framåtblickande2019In: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, Vol. 25, no 1, p. 68-81Article in journal (Refereed)
    Abstract [sv]

    I Sverige uppskattas kostnaden för olycksfall och ohälsa orsakat av arbetet till en årlig kostnad på 164 miljarder kronor. Arbetsmiljöverkets föreskrifter om kemiska arbetsmiljörisker ställer höga krav på hur kemiska ämnen hanteras och att riskbedömningar ska genomföras. Tillgängliga resurser för att genomföra exponeringsbedömningar av kemiska ämnen är idag mycket begränsad. Skillnaden mellan hur riskbedömningar ska gå till enligt regelverket och hur det utförs i praktiken är stor, bland annat beroende på att krav inte alltid ställs från myndigheten. Att använda exponeringsmodeller enligt Arbetsmiljöverkets och Europeiska Kemikaliemyndighetens rekommendationer är ett kostnadseffektivt alternativ. Drivkraften för att så ska ske tycks vara svag i Sverige jämfört med andra länder i Europa.

    Download full text (pdf)
    fulltext
  • 132.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Identitet och förlusten av arbetet: En studie av anställdas upplevelser och bearbetningsprocesser vid en produktionsnedläggning2012Report (Other academic)
  • 133.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Partnership in turbulent times: a comparative analysis2013Conference paper (Other academic)
    Abstract [en]

    The context of radical company restructurings i.e. downsizing and/or plant closures is extreme for employees who are facing unemployment, and consequently, makes partnership between management and employee representatives more difficult, compared to when the company is operating normally. However, before the decision on downsizing and/or closure emerges two ideal typical partnership approaches can be identified; “early coordination” or “formal negotiation”. The paper addresses two extreme cases, from the manufacturing sector in Sweden, mirroring the ideal types in closedowns. Formal negotiation usually trigger rapid closedown patterns due to the top management decision. In cases when “early coordination” is adopted there are increased possibilities to mitigate the negative consequences and ease the pain caused to labor.  From a partnership perspective the central issue is how redundancies are handled and agreed upon (Dietz, 2004). We argue that “early coordination” during the restructuring facilitates proactive HRM strategies that focus on reconnecting employees to new employment on the local labor market. Coordination of actions means that management and employee representatives agree upon a closedown strategy in an early stage. Management need to seriously adopt social responsible approach where employees are considered as a primarily stakeholder in the process of closure. Employee representatives, on the other hand, need to accept flexibility measures in order to create a smooth restructuring.

    The result shows that the case with coordinated actions resulted in long advance notice, education, training, job search etc. It also resulted in a domestically “nearsourcing” of subcontractor, which resulted in that 83 percent of the permanent employees got a solution in the new operations that were ‘nearsourced’ or new jobs at the local labor market. Whilst the other case resulted in internationally “oursourcing” of production which in turn resulted in that only a few of the displaced workers where reconnected to new employment on the local labor market (approximately 20 %). Thus, in the latter case the outcome resulted in higher unemployment rate for the workforce, compared to the case with early coordination. The comparative analysis also revealed different patterns in the course of restructuring, such as resistance to change.

  • 134.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science. Karlstads universitet.
    Partsrelationer vid nedläggningar av produktionsenheter2015Doctoral thesis, comprehensive summary (Other academic)
    Download full text (pdf)
    fulltext
  • 135.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Partssamverkan i nedläggningsprocesser2015In: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, Vol. 21, no 1, p. 39-53Article in journal (Refereed)
    Download full text (pdf)
    fulltext
  • 136.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Partssamverkan i omstruktureringar: en jämförelse analys mellan två idealtypiska mönster2013Report (Other academic)
  • 137.
    Rydell, Alexis
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Andersson, Ing-Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Bernsand, Carl-Olof
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Work environment investments: Critical elements for success in optimizing occupational health and safety effects2019In: Work: A journal of Prevention, Assessment and rehabilitation, ISSN 1051-9815, E-ISSN 1875-9270, Vol. 64, no 1, p. 107-116Article in journal (Refereed)
    Abstract [en]

    BACKGROUND: A considerable amount of money is invested annually in workplaces to promote creative, comfortable and safe work environments. The processes and effects of these investments are however not sufficiently studied.

    OBJECTIVE: The objective of this article is to examine work environment investment processes and identify organizational critical elements for optimizing investment in terms of occupational health and safety effects for employees.

    METHODS: Twelve case studies were conducted in different sectors. The data was collected through interviews, by studying available documents, and, in several cases, observations and measurement of hazards by means of the PIMEX-method. 

    RESULTS: The empirical results yielded seven different critical elements for work environment investment processes. The critical elements identified were: identifying the need, risk assessment, involvement of staff, consultation with OHS expertise, procurement and delivery, implementation and training of workers, and evaluation.

    CONCLUSIONS: The critical elements have wide similarities with steps outlined in Swedish Work Environment Management processes, and ideas described in the Plan-Do-Act-Check model. If organizations follow this process, they are provided with improved possibilities for maximizing invested money for a safer working environment.

    Download full text (pdf)
    fulltext
  • 138.
    Rydell, Alexis
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Andersson, Ing-Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Hedlund, Ann
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Change in Managers’ Conceptions of Human Resources in Organisations: Outcomes of an Intervention2014In: International Journal of Business and Management, ISSN 1833-3850, E-ISSN 1833-8119, Vol. 9, no 1, p. 168-179Article in journal (Refereed)
    Abstract [en]

    Managers’ conceptions of the importance of human resources are essential for creating ‘attractive workplaces’. This paper examines an intervention method aimed at creating insight among managers in small and medium-sized enterprises (SMEs) concerning the potential of human resources. The intervention method is called Focus Group Attractive Work (FGAW) and was conducted at eight enterprises in Sweden. Based on the analysis, it is concluded that the intervention method seems to be thought-provoking and to facilitate changes in managers’ conceptions of the importance of human resources, albeit to different degrees. 

    Download full text (pdf)
    fulltext
  • 139.
    Rydell, Alexis
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Wigblad, Rune
    Dalarna University, School of Technology and Business Studies, Business Administration and Management.
    Company-level flexicurity during the restructuring process: a model2011In: Transfer - European Review of Labour and Research, ISSN 1024-2589, E-ISSN 1996-7284, Vol. 17, no 4, p. 547-562Article in journal (Refereed)
    Abstract [en]

    This article focuses on the analysis of and suggestions for improving company-level flexicurity during the restructuring process, based on a best-practice case in Sweden. The parties involved in the restructuring process created company-level flexicurity through strategic corporate social responsibility (CSR) in exchange for increased numerical flexibility by means of temporary employ- ees. The high numerical flexibility was possible because the trade unions saw that top management was committed to strategic socially responsible behaviour in the restructuring process. Our pro- posal concerns the dissemination of a model for company-level flexicurity during the restructuring process which promotes: (1) improved strategic CSR in the restructuring process, (2) improved transition to new employment in the local labour market and (3) improved flexibility, which creates increased efficiency, competitiveness and rapid payback in the course of restructuring.

  • 140.
    Rydell, Alexis
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Wigblad, Rune
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Towards Integration of Ethics, HRM and Strategic Management in Closedowns2011Conference paper (Refereed)
  • 141.
    Samuelsson, Patric
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Thodén, Amanda
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Organisatorisk tillit: En kvalitativ studie av en statlig myndighet2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Trust as a concept is becoming increasingly important as an organizational governance instrument, the more knowledge-intensive the organization becomes. In the organization featured in this study, it appears that greater demands are being placed on the employee's knowledge. At the same time, the organization is often characterized by rules and guidelines that reflect forms of governance and control, which are perceived as limiting individual responsibility.

    The purpose of this study is to describe and analyze actions that affect the organizational trust of employees in a Swedish public-administration organization. In order to respond to the purpose of the study, a qualitative study consisting of seven semi-structured interviews with administrators has been conducted. The interviews have been analyzed thematically using internal policy documents and a theoretical lens within the concept of organizational trust.

    In this study, we have identified five areas that have shown to be significant factors in the perception of organizational trust by the administrators: workload, working methods and external controls, understanding, change, and communication. It has become apparent that a sense of self-determination exists, even though the work is often characterized by rules, guidelines and external controls. In the interviews a high level of organizational trust came across, something that appears to be linked to the bureaucratic structure and a perceived organizational support. However, the consequences of organizational trust are not always necessarily positive. Conclusions drawn are that the management needs to be adaptable based on the prevailing organizational culture and structure, so as not to break with the normative control logic, which can create organizational structural lock-in.

    Download full text (pdf)
    fulltext
  • 142.
    Sandberg, Karl W
    Mittuniversitetet, Institutionen för informationsteknologi och medier.
    Arbetsmarknad för arbetshandikappade2010Conference paper (Refereed)
  • 143.
    Sandin, Sofia
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Den offentliga sektorns adaptiva system: En kvalitativ studie om att skapa en levande medarbetarpolicy2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    There is a number of theories on policies, how they should be modelled and how the implement of policies should be modelled. However, the question is how and if policies are practiced by employees and management. My preunderstanding was that the observance of the employee policy was not followed within the bureaucratic public sector due to both the social structure and hierarchical construction as well as the governed work procedures could be restrictive to the self-organization. I wanted to make an understanding on why it can be difficult to model and implement an employee policy to observe and make improvement suggestions. By looking at the problem with the perspective of adaptive systems we can according Frederick (1998) get an explanation that social structures arises within an organization can be develoto ped. Complex adaptive systems develops an understanding of the organization as whole where all within the organization can be seen as various components which all together influences each other and forming a pattern in the developing of relationships. Over the time the relations will form a behaviour pattern (Frederick, 1998). The behavioral patterns , routines and work as it generates in is also what will form the organization's actual policy, and it is usually that it is not consistent with what was decided (Lipsky 1980). With that, I wanted to create an understanding of why problems can arise in implementing a staff policy and suggest improvements.

    A qualitative study was made within a public organization, in this case at the social service centre in a municipality in the middle of Sweden. The study was aimed to analyse the organization from the perspective of theories of adaptive system as I wanted to examine how the observance of the employee policy within a bureaucratic public sector reflected the employers’ behaviour. I wanted by my study compose a comprehension about the social structure, what it is, what influences it and employers’ tendency to follow the employee policy. And also what it means for employees to realize the organization's staff policy and vision. The questions that I have been looking at thru the study is: How does the social structures work within the organization? What factors enable and hinder that the employee policy are used in practice? And what changes are required to improve a higher degree of consistency between the organization's vision and motivate employees to live it?

    I have been able to determine that the policy within the organization is not being followed. By looking at the organization as a system where the social structures within the organization has the chance to appear makes it clear that the employee policy will not be followed. The bureaucratic organization's social structure, as seen through adaptive systems is divided into different social systems for the hierarchical organizational structure where management and employees do not influence each other's behavior. The lack of communication within the organization, where the information stops along the way on the way out to the employees, means that employees must interpret the decisions that have been developed. The work in the public sector needs to be reorganized, in which all employees influence each other's behavior patterns and form a social structure in which all striving towards the organization's goals and vision

  • 144.
    Skoog, Emma
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Swahn, Emelie
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Det attraktiva arbetet: En kvalitativ studie om vilka möjligheter och svagheter det finns i att attrahera och behålla socialsekreterare och förskolepedagoger i en kommun.2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this essay has been to give an understanding of the possibilities and weaknesses in attract and retain social workers and preschool pedagogues in a smaller community in the middle of Sweden. Furthermore, the study contributes to the knowledge about what employees in a public-sector regard as attractive and less attractive in the workplace and how important it is to involve employees in the work with employer branding. To achieve this purpose, the method focus groups with the Attractive Work model have been used to find out what factors promote or under-mine the employer’s brand in attracting and retaining skilled employees. The pro-cess included two focus groups with three social workers versus five preschool ped-agogues. The results showed that the leadership has great significance for whether the work is regarded as attractive or not. Both focus groups indicated that the lead-ership is an important dimension in the well-being of work. The good leadership results in many dimensions being perceived as attractive and are showing that many dimensions and categories affect one another. The result also showed several other dimensions that promote an attractive work. These can be used to strengthen the employer's brand in such way as to maintain the good circumstances and highlight attractive dimensions in the recruitment work. From what was identified as attrac-tive in working life, a table has been created in which both improvement- and development proposals are presented, which the employer can use to create an attrac-tive workplace to be able to attract and retain workforce.

    Download full text (pdf)
    fulltext
  • 145.
    Stelius Berggren, Emma
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Dahlberg, Lisa
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Kvinnors erfarenheter av avancemang: En kvalitativ studie om kvinnors väg uppför den hierarkiska stegen2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    It appears that Sweden is an equal country in comparison to other parts of the world, and that there are laws that protect workers against discrimination. Nevertheless, previous studies show that there are barriers specifically for women, which have a negative impact on advancement to higher hierarchical levels and that there are few women in senior leadership positions. The starting point of the study is to explore this problem further by also including what opportunities exist for women. This is done by interviewing female CEO’s in corporated companies and female managers in higher hierarchical levels within municipalities. The purpose of this study is to explore and compare what experiences women who have broken the glass ceiling have, concerned with the barriers and opportunities they encountered during their careers and to study the importance of different contexts for womens ability to make a managerial career. The method used is qualitative in which semistructured interviews were made containing open questions to obtain broader material about respondents experiences and to avoid directing them. According to the results, it appears that women create their own opportunities and that support from both partners and organizations is of great importance, as well as daring to take on challenges to advance to higher levels. The barriers expressed are an ancient female vision, a male networking and male jargon, that social norms affect and control expectations of women, and that a glass ceiling is created by society combined with the individual. The conclusion is that womens opportunities are created by themselves and that it is mainly the surrounding that creates barriers and that women must overlook these in order to reach the higher hierarchical levels.

    Download full text (pdf)
    fulltext
  • 146.
    Sundin, Elin
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Rindestedt, Elin
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Attraktiv expatriering: Före, under och efter2012Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Purpose and starting point: That based on a study with four organizations identify factors that are important to work with regarding expatriation and to use Mendenhall, Dunbar and Oddous model as inspiration to create a separate model with factors of value to an expatriation process.

     

    Research - Journey:            Based on the framework and the empirical results of the interviews identify four categories: importance of including family, mentoring and support, adaptation to culture and career planning. The empirical results and the reference frame is the base for analysis and conclusion.

     

    Conclusion                          The conclusion presents significant factors for the outcome of the study's purpose. These factors are then used in the model, which the authors created. The model shows how the need for the four categories depends on the planned length of expatriation.

     

    Method:                              The authors of the study base the study on a qualitative approach with in-depth interviews as a method. The empirical result is based on the material obtained through interviews with respondents from the four organizations.

    Download full text (pdf)
    fulltext
  • 147.
    Svensson, Emelie
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Isaksson, Josefine
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    ’’Rå men hjärtlig’’: En kvalitativ studie om kvinnor i ledande positioner på en mansdominerad arbetsplats2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Our graduate study is based on how women in senior positions experience their prerequisites and conditions in a male-dominated organization. Furthermore, the survey aims at explaining how the organization is working with gender issues and gender equality. The interest in this subject is based on our own curiosity towards leadership. In addition, we wanted to get an understanding of what women in senior positions might experience with the assumption that they are in minority. The theoretical frame of reference consists of theories, concepts and previous research on gender and gender equality. Significant theories for the survey are Doing gender and Man as a norm. The majority of the theories were chosen before the empirical material was collected. Strategies women develop on male-dominated workplaces have been added after the data collection. A qualitative survey with semi-structured interviews was performed in a global industrial group in Sweden. Ten (10) women in senior positions from three (3) different business areas and different hierarchical levels participated. The results of the survey show that women in senior positions in a male-dominated workplace tend to face different types of resistance, because they are often judged based on the male norm. An organization can attribute gender to different stereotypical performances, which they themselves find difficult to detect because it is normalized in the context. It appears that the jargon can be very rough and a woman in a senior position is expected to withstand a little roughness. The result also shows that the women who feel accepted enjoy their workplace, that is also why being accepted is important.

    Download full text (pdf)
    fulltext
  • 148.
    Sylvén, Annika
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Sex timmars arbetsdag: Hur påverkas personalens psykiska och fysiska hälsa?2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Background: In today's society, media is writing a lot about reduction of hours of work. Working for six hours but getting paid for eight hours workday is something that aroused many people's interest. In 1973, working hours were regulated to 40 hours per working week, since then no further statutory change has taken place. It therefore feels relevant to investigate how reduction of hours of work affects the mental and physical health of the individual in order for the staff and employers to understand the positive and negative aspects that it may lead to. Purpose: The purpose of this study is to survey the staff's impact of a reduction of hours of work, six hours working day, from workers perspective. Method: For this essay triangulation has been used as a method. Where quantitative data has been collected through an attitudes survey conducted through a survey. Qualitative data has been collected in addition to this survey through 13 telephone interviews. Other material has been collected through literature and scientific articles.

    Conclusion: The study shows that six hours workday tends to give the staff many positive gains in terms of improved quality of life by improving the respondents' health after six hours of working day. For this study, it is concluded that most respondents in this survey have a positive experience over six hours of working day.

    Download full text (pdf)
    fulltext
  • 149.
    Vesterlund, Karolina
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Cromsjö, My
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Bättre idag, sämre förr: En kvalitativ studie om avtalsformen förtroendearbetstid och desspåverkan på individen2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study investigates the effects of the Swedish contract form “förtroendearbetstid” on the

    individual's well-being and balance between private and working life. The study also examines

    if managers experience the contract form different from other employees. A qualitative

    approach has been applied to provide a deeper understanding of the individual's experience of

    the contract form.

    Six individuals were interviewed with the contract form “förtroendearbetstid” in this study,

    three of them were managers. The result shows that all respondents today are positive about

    the contract form and think it creates flexibility and benefits their balance between private and

    working life. On the other hand, the study shows that boundaries between the private and

    working life has not always been simple, which in earlier periods resulted in stress and reduced

    recovery. The result shows no bigger difference between the two selection groups, except that

    the managers has major opportunity to control their working hours.

    An analysis was made based on different theories, for instance the job demands, control and

    support model (Karasek & Theorell, 1990) and work Life Balance theory (Greenhaus, Collins

    & Shaw, 2003). Something that has emerged as important to the individual with the contract

    form is social support and also which expectations the organization and colleagues have on the

    individual. The person's characteristics, personality and experience of the contract form has

    prove to be of great relevance to how the person manages and is affected by the contract form.

    Download full text (pdf)
    fulltext
  • 150.
    Weiderstål, Daniel
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Källqvist, Marcuz
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Employer Branding idag: Attraktivitet genom sociala medier2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The use of social media has during the last couple of years increased and is now a

    major part of most of the organizations marketing strategies. But how does this fit

    with the Employer Branding strategies? And how does this affect the

    organizational attractiveness as an employer? These were two of the questions we

    wanted to examine and analyze. In order to answer these questions, we conducted

    interviews with six different companies divided into 3 subgroups. The intention of

    this was to get a wider perspective of how the implementation of social media in

    the Employer Branding could work. And could this change the recruitment

    process?

    What we could see afterwards is that more time is spent on taking references

    online through social media sites. Some say it is more honest than the traditional

    references that the candidate got to choose. Other conclusions that we could find

    was that it is important to use social media in todays market but it is crucial to use

    it in a proper way. Companies must form a strategy based on their Employee

    Value Proposition in order to reach the wanted receivers using social media. It is

    also important that the Employee Value Proposition is based on the companies’

    corporate values.

    Download full text (pdf)
    fulltext
1234 101 - 150 of 155
CiteExportLink to result list
Permanent link
Cite
Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • chicago-author-date
  • chicago-note-bibliography
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf