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  • 101.
    Lundgren, Mats
    Dalarna University, School of Education and Humanities, Education.
    FOKIS-projektet: fack och kooperation i samverkan för att skapa nya arbeten1998Report (Other academic)
  • 102.
    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)
  • 103.
    Lundgren, Mats
    Dalarna University, School of Education and Humanities, Education.
    Sociala Ekonomins Idécentrum i Dalarna: En utvärderande studie2007Report (Other academic)
  • 104.
    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)
  • 105.
    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)
  • 106.
    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)
  • 107.
    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)
  • 108.
    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.

  • 109.
    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.

  • 110.
    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.

  • 111.
    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.

  • 112.
    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.

  • 113.
    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.

  • 114.
    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)
  • 115.
    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.

  • 116.
    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.

  • 117.
    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.

  • 118.
    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.

  • 119.
    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.

  • 120.
    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.

  • 121.
    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.

  • 122.
    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.

  • 123.
    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)
  • 124.
    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.

  • 125.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science. Karlstads universitet.
    Partsrelationer vid nedläggningar av produktionsenheter2015Doctoral thesis, comprehensive summary (Other academic)
  • 126.
    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)
  • 127.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Partssamverkan i omstruktureringar: en jämförelse analys mellan två idealtypiska mönster2013Report (Other academic)
  • 128.
    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 & Rehabilitation, ISSN 1051-9815, 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.

  • 129.
    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. 

  • 130.
    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.

  • 131.
    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)
  • 132.
    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.

  • 133.
    Sandberg, Karl W
    Mittuniversitetet, Institutionen för informationsteknologi och medier.
    Arbetsmarknad för arbetshandikappade2010Conference paper (Refereed)
  • 134.
    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

  • 135.
    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.

  • 136.
    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.

  • 137.
    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.

  • 138.
    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.

  • 139.
    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.

  • 140.
    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.

  • 141.
    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.

  • 142.
    Wigren, Maud
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Hållbart ledarskap: En studie av den psykosociala arbetsmiljön hos chefer. Är det någon som tänker på chefernas psykosociala arbetsmiljö?2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study was to investigate whether the right conditions for conducting sustainable leadership and investigating how the managers of current company look at their psychosocial work environment.

    To investigate the purpose, a qualitative method has been used, where interviews formed the material for data collection. The interviews were conducted using a semi structured interview guide; the material was then transcribed to ease the analysis work.

    What does it mean for leaders to work with sustainable leadership? Through the leadership´s influence on motivation, dedication and achievement, it is of great importance for sustainability development efforts. In addition to their daily duties, a manager must that the staff is in place, attend meetings, take responsibility for employees having a good working environment. The demands of today´s managers and leaders are increasing, but do they have the knowledge they need to run a sustainable leadership?

    The results show that the managers of the organization I have visited to some extent work in a sustainable way, without being aware of it. Problem areas identified by respondents, however, are time shortages, stress, high workload and burnout.

  • 143.
    Wilhelmson, Lena
    et al.
    Department of Education, Stockholm University, Sweden.
    Moström Åberg, Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Backström, Tomas
    School for Innovation, Design and Technology, Mälardalen University, Sweden.
    Köping Olsson, Bengt
    School for Innovation, Design and Technology, Mälardalen University, Sweden.
    Enabling transformative learning in the workplace: an educative research intervention2015In: Journal of Transformative Education, ISSN 1541-3446, E-ISSN 1552-7840, Vol. 13, no 2, p. 219-238Article in journal (Refereed)
    Abstract [en]

    The aim of this article is to discuss the potential of an educative research intervention to influence the quality of the learning outcome in the workplace as interpreted from the perspectives of adult learning theory. The research project was designed as a quasiexperimental, mixed-methods study. In this article, quantitative survey data were taken as the point of departure, and qualitative data were used for the purpose of analyzing aspects of learning. An educative research intervention may support a transformative learning quality when the manager and employees have to deal with severe difficulties, and they succeed in doing so by sharing responsibilities and having the strength to engage in the development process in the workplace. It is possible to support transformative learning in the workplace through an educative research intervention that encourages managers to educate themselves and their employees to think and act in new ways, aiming at integrated autonomy, increased interaction, and learning.

  • 144.
    Ybrahim, Rawan
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Kränkande särbehandling i arbetslivet: En kvalitativ intervjustudie om hur kränkande särbehandling uppstår i organisationer med utredningsfokus2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study is to investigate why victimization occurs in organizations and to create an understanding for how working groups perceive faktaundersökning (a Norwegian investigation method for victimization). The method used is a qualitative interview study in which three investigators and three clients of the investigation method faktaundersökning were individually interviewed. Three reports from the investigations has also been analysed and later used in the result. Four different cases in three different organizations has been investigated for this study in total. The study shows that all organizations had an insufficient working environment with multiple factors that were the underlying cause of the emerge of victimization, bullying and conflicts. These factors were later able to be categorized as; communication, leadership and roles, organizational structure and culture, policies, understanding and values. The study thus showed that the individuals who performed the negative interpersonal actions were the result of an insufficient organizational and social work environment. Furthermore, the study showed that the respondents experienced the faktaundersökning as dry, direct and hard to go through for both the different parties, but also the working groups and the organizations. The study showed that it is important that all parties are offered emotional support as soon as possible in order for the parties to feel fairly treated and thus become more willing to cooperate in the investigations. According to the respondents, trust and impartiality between investigators and the parties were an important aspect for the investigation to generate in such a true result as possible, where the right of reply plays a crucial role in the legal certainty of the investigation.

  • 145.
    Åteg, Mattias
    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.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Change processes for attractive work in small manufacturing companies2009In: Human Factors and Ergonomics in Manufacturing, ISSN 1090-8471, E-ISSN 1520-6564, Vol. 19, no 1, p. 35-63Article in journal (Refereed)
    Abstract [en]

    The article originates from research in interaction between researchers and companies in a network, which has led to an increasing awareness among managers on issues such as reasons behind difficulties in attracting competent labor. Particularly, attention has been directed toward the importance of work environment improvements that increase the attractivity of industrial work. To deal with such challenges, for more than 5 years a number of small engineering companies, with research support, have been engaged in change processes based on the concept of attractive work. The purpose of the article is to develop knowledge and understanding for how small engineering companies can create more attractive work. One goal is to make it possible to draw conclusions about the employees’ experiences of changes in the attractivity of industrial work. Efforts in this direction have been conducted through work environment assessments (before and after the changes) and through administration of a questionnaire. The results show that it is possible to analyze how employees experience changes in the attractivity of work. This is most interesting from the perspective that the results can be used for assisting further improvements.

  • 146.
    Palm, Kristina (Speaker)
    Karolinska Institutet; KTH.
    Öppen föreläsning: Vägar till ett hållbart digitalt arbetsliv2018Other (Other academic)
    Abstract [sv]

    Kristina Palm kommer att samtala om konsumtionen av mänskliga resurser inom arbetslivet och hur vi kan forska om samt utveckla och stärka hållbara arbetssystem för ett mer hållbart arbetsliv.

    Kristina Palm, disputerad vid KTH, studerar i sin forskning hållbart arbete och är från 2017 projektledare för forskningsstudien "Vägar till ett hållbart digitalt arbetsliv" som finansieras av AFA Försäkring.

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