The aim of this diploma thesis is to find out which teaching / learning methods and forms teachers use in their biology lessons and its impact on attractiveness of biology for pupils. The adjoing aims are to find out which factors influence teacher's choice of teaching / learning methods and forms, which teaching / learning methods and forms are unused and the causes of their non-use. Another adjoing aim is to determinate if there is a difference in biology lessons between lower grammar schools and primary schools. Furhermore, the adjoing aims are to compare not only the attractiveness of biology but also the popularity of teaching methods and forms by pupils of lower grammar schools and primary schools. The thesis first contains the theoretical part. The research part contains the metodology of data collection and the metodology of evaluation of these data. Furthermore this thesis contains the results of the research. The results show that monology and autodidactic teaching methods and forms predominate in biology lessons. Teachers are limited by various obstacles such as lack of time, materiál equipment of the school, the approach of colleagues and school management, different approach of pupils, approach of the teacher. For primary school pupils biology is more popular than for lower grammar...

Background: Employer branding is a concept that describes a company's reputation as a work place. Working with the employer brand can help companies to attract talented employees and also retain them in the company. It is therefore important that companies understand what makes an employer attractive in order to appeal and retain employees. This is important especially for businesses that are located in small cities since it can be challenging for them to attract talent there. Urbanization has led to smaller areas being less populated and that graduated students are least prone to move to these areas. Thus, it is important to make smaller cities and areas more attractive to make the graduates move there. Purpose: The purpose of this thesis is therefore to explore what factors graduated students consider attractive in an employer in a small city. Methodology: This thesis used a qualitative and deductive approach. In order to solve the purpose and answer the research question, eight semi-structured interviews were conducted through Zoom with a non-probability sampling that were chosen by the researchers. However, before conducting the interviews, the researchers did some theoretical research and discovered six factors that represented employer attractiveness (See Figure 1). These factors became the basis of the study and a foundation when constructing the questions for the interviews. Findings: The findings of this thesis showed that the factors that were most important; flexibility, salary, leadership, career possibilities, working culture and recruitment.

Purpose: The purpose of this explanatory study is to extend the knowledge of how to develop an employer value proposition that conveys an attractive employer brand. Literature Review: Literature reviewed for this study includes the concepts of employer brand, employee value proposition, and different aspects of work attributes (i.e. interest value, social value, economic value, development value, and application value) that together form perceived employer attractiveness. Further literature that is reviewed includes the concepts of attitudes and the hierarchy of effects. Methodology: A mixed-method approach with a deductive logic of inquiry was adopted for this explanatory study, for which primary data of both quantitative and qualitative nature were collected from engineers, through the conduction of web-based self-completion questionnaires and semi-structured interviews. Findings: The study found that the involvement and motivation level behind the hierarchy of effects had a significant impact on the perceived value of one of the categories of the work attributes reflecting the employer's attractiveness, whilst the perceived value of the other work attributes included in the study were not expected to increase or decrease in combination with the intensity towards job search activities. It was also found that the attitudes towards the behavior of applying for a job, measured through the involvement and motivation level towards job search activities, were shifting within the target group, hence influencing their perceived employer attractiveness. Further on, the study showed a consistent high perceived value of all work attributes that were studied, in terms of what work attributes to include in the employer value proposition. Meanwhile, a multidimensional nature of the perceptions on employer attractiveness was also acknowledged, which hence could be crucial in developing an employer value proposition that stands out on the employer market.

According to previous research physical attractiveness plays an important role in our everyday life. People are treated differently on the basis of their physical appearance and from an evolutionary point of view physical attractiveness is a key factor in mate selection, being a cue of an individual's mate value and genetic qualities. Research shows that the highest attractiveness ratings tend to be given to physiques with a higher level of development of lean muscle mass and a V shaped upper body. Such a physique body constitution could indicates how a high level of physical fitness and a man's health of man and be a cue of the man's qualities as a mating partner. However, results of the previous studies are inconclusive due to the methods and stimuli employed. To address the shortcomings exhibited by the previous studies investigations, we ran two online studies. In the first study, women rated the attractiveness of a new and more extensive set of black and gray silhouettes derived from photos of the somatotypes. In the second study, we tested whether physical attractiveness of men can be increased by a voluntary change of their upper body shape. In both studies we were testing how interindividual differences of the female raters modulate the ratings of attractiveness. Results of the first study...

The main topic of this thesis is investigation of partner preferences and sexual behavior of female-to-male transsexuals. Number of previous studies showed that on average several partner preferences differ between men and women, and our goal was to determine if these preferences vary in female-to-male transsexuals during the process of sex change. The process of sex change includes intensive exposures to external levels of sex hormones, psychological therapy, and the transformation of their social role and overall life changes. Based on reviewe of the the scientific literature dealing with transsexuality, partner preferences and the potential impact of hormone therapy on sexually dimorphic traits, we developed a questionnaire focusing on partner preference and behavior. We obtained data from 36 heterosexual men transsexual female -to -male (i.e., sexual orientation focused on women) who were divided into three groups according to whether they were prior hormonal therapy (N = 11), whether have already started hormone therapy sex but not yet surgical change ( N = 11) and whether they were already after hormonal and surgical gender conversion (N = 14). In addition, we obtained data from 16 heterosexual non-transsexual men as a control group. Based on my previous bachelor research and literature...

Background: Hiring the right people requires a well-executed recruitment process. How candidates choose a company is determined mainly by the company's reputation. To attract the best candidates, companies must work long-term with employer branding as well as to be aware of what attracts the prominent generation. This is especially important as competition for the best candidates increases. This study is based on a made up company where the challenge is to find and attract the right candidates. Purpose: The purpose of the study is to deepen the understanding of how recruiting and staffing companies can empower their brand in recruitment terms. Method: The study is formed from a qualitative method in which interviews, focus groups and a questionnaires have been conducted. The selection of interviews was conducted with two employees working on a recruiting and staffing company. The focus groups and questionnaire were conducted with the selection of students at the Linnaeus University. Empirical data was then collected, analyzed and split into different themes. Empirical data: The result from the interviews showed that the central part concerning recruitment channels is the layout of the job advertisement. The employees also mentioned social media as an important channel, where good and bad rumors are spread. The focus groups complemented the interviews with importance to the accuracy and clarity of job seeking. Their interests should match the company’s offerings and together with the survey respondents they represented the prominent generation. Conclusion: To attract candidates it is important to use the right recruitment channels. The design of the company ́s website is therefore crucial to attract new candidates. To strengthen brands, it is important to think from an outside- perspective, where the rumor plays a big role and an inward-perspective where the employees are the face of the company. The main areas of recruitment channels, employer branding and the prominent generation in the market have resulted in a concept that recruitment and staffing companies will have to be competitive. One of the conclusions is that companies need to think more human to human instead of business to business. / Bakgrund: Att anställa rätt personer förutsätter en väl genomförd rekryteringsprocess. Hur kandidater väljer ett företag avgörs av bland annat företagets rykte. För att attrahera de bästa kandidaterna måste företag arbeta långsiktigt med employer branding samt ha vetskap om vad som attraherar den framträdande generationen. Detta är extra viktigt då konkurrensen på arbetsmarknaden om de bästa kandidaterna ökar. Denna studie utgår från ett företag som benämns “Rekrytering och Bemanningen AB” vars utmaning är att hitta och locka rätt kandidater. Syfte: Syftet med studien är att fördjupa förståelsen för hur rekrytering- och bemanningsföretag kan stärka sitt varumärke i rekryteringsavseende. Detta ska uppnås med frågeställningarna; Hur kan rekrytering- och bemanningsföretag använda rekryteringskanaler för att nå ut till rätt kandidater? Hur kan rekryteringoch bemanningsföretag stärka varumärket för att attrahera kandidater? Vad attraheras den framträdande generationen av hos deras framtida arbetsgivare? Metod: Studien har tillämpat en kvalitativ metod där det har genomförts intervjuer, fokusgrupper och en enkät. Urvalet till intervjuerna bestod av två medarbetare som arbetar på Rekrytering och Bemanningen AB. Till fokusgrupperna och enkät bestod urvalet av studenter vid Linnéuniversitetet. Empiriinsamlingen analyserades sedan genom att identifiera teman. Empiri: Resultatet från intervjun visade att det centrala arbetet gällande rekryteringskanaler är jobbannonsens utformning och använder sociala medier som en rekryteringskanal där det även sprids bra och dåliga rykten. Fokusgrupperna lägger stor vikt vid precision och tydlighet vid jobbsökande. Deras intressen ska matcha företagens erbjudande och tillsammans med enkätens respondenter utgjorde de den framträdande generationen. Slutsats: För att locka kandidater är det viktigt att använda rätt rekryteringskanal, vad som kan vara avgörande är hur företagets hemsida är utformad. När det handlar om att stärka ett varumärke är det bland annat viktigt att tänka från ett utifrån-perspektiv, där ryktet spelar en stor roll och ett inifrån-perspektiv där medarbetarna är ansiktet utåt. Huvudområdena rekryteringskanaler, employer branding och den framträdande generationen på arbetsmarknaden har resulterat i ett koncept för att rekrytering- och bemanningsföretag ska vara konkurrenskraftiga. En av slutsatserna är att företagen behöver tänka mer human to human istället för business to business.

Inom revisionsbranschen har attraktionskraften till yrket minskat och antalet revisorer har gradvis blivit färre den senaste tiden. Revisorer har dock en lika viktig funktion i samhället idag och förväntas även ha det i framtiden. Enligt forskning är personalomsättningen inom revisionsbranschen hög, men den har främst fokuserat på de större revisionsföretagen. Det finns fyra stora revisionsföretag som idag har marknadskoncentration, men det finns även många andra revisionsföretag utöver det som också fyller en viktig funktion på marknaden. Denna studie fokuserar på medelstora revisionsföretag och ämnar att addera kunskap till tidigare forskning samt lyfta hur dessa problem hanteras i medelstora revisionsföretag. Syftet med studien är att skapa kunskap kring hur medelstora revisionsföretag arbetar med attraktionskraft och personalomsättning. Därav genomfördes en kvalitativ studie baserad på fem semistrukturerade intervjuer med personer som har högre befattningar på medelstora revisionsföretag i Sverige. Det insamlade datamaterialet analyserades därefter genom en tematisk analys. Ur studien framgår det att de medelstora revisionsföretagen inte upplever lika hög personalomsättning som den övriga branschen, men att attraktionskraften är ett större problem. Det har skett ett skifte och den yngre generationen attraheras inte av traditionella karriärvägen inom revision, utan prioriterar annorlunda och värderar privatlivet högre än förut. Den höga arbetsbelastningen under högsäsong är ett gemensamt problem inom revisionsbranschen där de medelstora revisionsföretagen i studien ständigt uppfattas arbeta med att hitta hållbara lösningar på detta. Studien indikerar även att de traditionella byråkratiska och hierarkiska organisationsstrukturerna inte är lika framträdande i medelstora revisionsföretag. Det framgår i studien att desto mer hierarkiskt ett företag verkar desto högre personalomsättning. Av studien uppfattas de medelstora revisionsföretagen ha hittat sitt eget sätt att organisera företagen samt agera på  personalomsättningen och därmed bibehålla en lägre personalomsättning än revisionsbranschen i stort. / Abstract Title: The attractiveness of audit firms: Are medium-sized audit firms going their own way? In the audit industry, the attractiveness of the profession has declined and the number of auditors has gradually decreased recently. However, auditors play an equally important role in society today and are expected to do so in the future. According to research, staff turnover in the audit industry is high, but it has mainly focused on the larger audit firms. There are four large audit firms that currently have market concentration, but there are also many other audit firms in addition to them that also fulfill an important function in the market. This study focuses on medium-sized audit firms and aims to add knowledge to previous research and highlight how these problems are handled in medium-sized audit firms. The purpose of the study is to create knowledge about how medium-sized audit firms work with attractiveness and staff turnover. Therefore, a qualitative study was conducted based on five semi-structured interviews with people who had senior positions in medium-sized audit firms in Sweden. The collected data material was then analyzed through a thematic analysis. The study shows that medium-sized audit firms do not experience as high staff turnover as the rest of the industry, but that attractiveness is a bigger problem. There has been a shift and the younger generation is not attracted to the traditional career path in audit, but prioritizes differently and values personal life more than before. The high workload during peak season is a common problem in the audit industry, and the medium-sized audit firms in the study are perceived to be constantly working to find sustainable solutions to this. The study also indicates that the traditional bureaucratic and hierarchical organizational structures are not as prominent in medium-sized audit firms. The study shows that the more hierarchical a firm appears to be, the higher the staff turnover. The study suggests that medium-sized audit firms have found their own way of organizing their firms and responding to staff turnover, thus maintaining a lower staff turnover than the audit industry as a whole.

[pt] A presente proposta se apoia nos estudos sobre a (não) atratividade docente e no cenário atual da escassez de professores do ensino médio bem como o desinteresse dos jovens de seguirem na docência. O objetivo da pesquisa foi analisar as trajetórias profissionais dos egressos do curso de graduação em Ciências Biológicas da Universidade Federal do Rio de Janeiro, examinando em que medida os licenciados podem ou não deixar de ser professores, buscando oferecer elementos que auxiliem na compreensão dessa dinâmica. No que diz respeito à ferramenta metodológica, propus a técnica de snow ball sample para a localização dos sujeitos-alvo. Dentre os participantes, a iniciativa contou com 7 entrevistados, todos professores em exercício com diferentes anos de formação. Para a produção de dados foi aplicado um questionário com questões semiabertas e realizadas entrevistas semiestruturadas, aplicando o conceito de saturação teórica. Os resultados demonstraram que estes egressos tendem a associar sua escolha para a docência ora de forma pragmática estrita, almejando uma colocação no mercado precocemente, ora de modo pragmática reinventada, sinalizando para o fato de que tornaram-se professores pelo caráter social ou pela nobreza da atividade. Entretanto, deixam transparecer que fracassaram ou tiveram poucas oportunidades em outras áreas dentro ou fora das Ciências Biológicas, aderindo à docência o que não significa adesão. Mas há outros motivos que fazem estes egressos permanecerem ou abandonarem a profissão e que poderiam ser traduzidos principalmente pelas formas criativas para solucionar os problemas advindos do contexto do trabalho docente. Trabalhar com resignação, inventar novas formas de abordar os conteúdos ministrados, tentativa de fuga para novas atividades ligadas à educação bem como a adaptação face à desmotivação dos seus alunos, são modos de resistências desenvolvidos ou não e que acabam por influenciar a perspectiva do abandono ou permanência destes professores no magistério. / [en] This proposal is based on studies about (non) teaching attractiveness and in the current scenario of high school teachers shortages and the lack of interest of young people to teach. The focus of the research was to analyze the professional trajectories of undergraduate course graduates in Biological Sciences at the Federal University of Rio de Janeiro, examining the extent to which graduates may or may not stop being teachers, seeking to provide information to assist in understanding this dynamic. As regards the methodological step, proposed the snow ball sample technique for locating the target subject. Among the participants, the initiative was 7 respondents, all teachers working with different formative years. For the production of data, I told both with a semi-open questionnaire as to the realization of semi-structured interviews, applying the concept of theoretical saturation. The results showed that these graduates tend to associate their choice for teaching in a strict pragmatic choice, aiming to enter on the market early, sometimes by pragmatic choice reinvented, the finding that have become teachers by the social character or the nobility of activity, but they reveal they failed or had few opportunities in other areas inside or outside the Biological Sciences. Additionally the reasons that make these graduates remain in or leave the teaching could be translated mainly by creative ways to solve problems arising from the teaching work context. Working with resignation, invent new ways of approaching the content taught, attempt of escape for a new activities linked with the education and adaptation to demotivation of the students, are ways of resistances and adaptations that are developed or not and end up influencing the prospect of abandonment or the permanence these teachers in teaching.

Over the past decade, the use of asynchronous video interviews (AVIs) has increased exponentially, largely spurred by ongoing technological progress and shifts to remote work. Although prior research shows interview design can influence applicant reactions, the effect of video interview design factors on interviewee reactions remains unclear. The present study determines the influence of AVI stimulus format (text-based vs. audio-visual questions) on applicant perceptions of social presence, fairness and organisational attractiveness. To this end, a between-subjects posttest-only experimental design was used in two separate samples (South African sample, N = 58; USA sample, N = 169, Combined samples, N = 227). Participants were randomly assigned to either the control or experimental group. Participants completed a mock interview on a commercially available AVI platform and then answered a questionnaire measuring perceptions of social presence, fairness, and organisational attractiveness. Bootstrapped independent sample t-tests and serial mediation were used to test the hypotheses. Within Sample 1, applicant perceptions of social presence, fairness and organisational attractiveness were higher for the audio-visual and text-based AVIs, thereby supporting the proposition that audio-visual stimuli lead to higher perceptions of social presence, fairness and organisational attractiveness. Conversely, Sample 2's findings were non-significant (p > .05). While there were mixed results, the findings of this study provide preliminary evidence which suggests that within the South African context, audio-visual stimuli can be used in AVIs. Organisations in the American context should pay close attention to the effects of AVI stimulus format on applicant reactions as the findings from the American sample were not conclusive. Future research should investigate applicant reactions to different forms of AVI stimulus during a multi-stage selection process

Denna studie syftar till att utreda hur Linköpings kommun och andra aktörer arbetar för en levande och attraktiv stadskärna i Linköping. Samt identifiera positiva och negativa aspekter med Linköpings stadskärnan. Studien har utgått ifrån ett teoretiskt ramverk baserat på Jacobs (1986), Gehls (2010) och Specks (2013) stadsplaneringsideal och deras syn på stadsplanering. För att besvara frågeställningar har en kvalitativ studie utförts, detta genom intervjuer med viktiga aktörer samt dokumentanalys av Linköping kommuns olika programdokument. Resultaten i studien visar på hur kommunen och olika aktörer arbetar för en levande stadskärna samt vilka strategier och åtgärder som används. Slutsatsen är att det finns en god fysisk utformning för en levande stadskärna, men att bilen fortfarande tar stor plats i stadskärnan. Det finns goda strategier i form av samverkan och temporär urbanism, men utrymme för förbättringar finns. Studien bidrar till att öka kunskap om strategier och åtgärder för att skapa en levande stadskärna. / This study aims to investigate how Linköping municipality and other participants work for a vibrant and attractive city center in Linköping. As well as identifying positive and negative aspects of Linköping's city centre. The study has been based on a theoretical framework based on Jacobs (1986), Gehl's (2010) and Speck's (2013) urban planning ideals and their views on urban planning. To answer questions, a qualitative study has been carried out, this through interviews with important actors and document analysis of Linköping municipality's various program documents. The results of the study show how the municipality and various actors work for a vibrant city center and which strategies and measures are used. The conclusion is that there is a good physical design for a lively city centre, but that the car still occupies a large place in the city centre. There are good strategies in the form of collaboration and temporary urbanism, but there is still room for improvement. The study contributes to increasing knowledge about strategies and measures to create a vibrant city centre.