<p>Syftet med denna uppsats är att utifrån Försvarsmaktens regelverk och policys gällande personalhantering se om de krav som ålderkategorin <em>80-talisten</em> ställer på en framtida arbetsgivare, överrensstämmer med de rådande arbetsförhållanden som finns inom Försvarsmakten utifrån dess styrande dokument.</p><p> Uppsatsen bygger på tidigare forskning om åldersgenerationen från 80-talet. Mot 80-talisten ställs de styrande dokument som gäller Försvarsmaktens personalhantering för att på detta vis erhålla en jämförelse som mynnar ut i vilka krav och erbjudande som överrensstämmer mellan organisation och individ. Maslows behovspyramid används till att förklara de olika behoven av ersättningar. Uppsatsen är en kvalitativ teoretisk studie.</p><p> Slutsatserna av uppsatsens analys är att Försvarsmaktens arbetsförhållande överrensstämmer bra med vad 80-talisten vill erhålla av en framtida arbetsgivare. För att Försvarsmakten skall vara en optimal arbetsgivare för 80-talisten krävs mer individualiserad lönesättning, planering och genomförande av arbetstid samt att anställningsformen bör ses över så att rörlighet inom organisationen blir lättare. Om dessa punkter förbättras kommer organisationen bättre möjliggöra för 80-talisterna att nå sina mål om personlig utveckling.</p> / <p>The aim of this thesis is to on the basis of Swedish Armed Forces regulations and policies (applicable personnel management) see if the needs of the generation Y (people born 1978-1990) set on a future employer broadly, complies with the prevailing working conditions that exist within the Swedish Armed Forces in terms of its governing documents.<strong><em></em></strong></p><p>The essay builds on previous research on so called the generation Y. The governing documents relating to  Swedish Armed Forces personnel management is used to obtain a comparison between the requirements and offer, to see what that correspond between the organization and individual is. Maslow’s theory of needs is used to explain the differing needs of allowances. The essay is a qualitative theoretical study.</p><p>The conclusion of the paper’s analysis is that the offers of Swedish Armed Forces, correspond well with the generation Y´s demands in a future employer. To optimizing the Swedish Armed Forces as an employer requires individualized wage setting, planning and implementation of working time and working arrangements should be reviewed to allow movement within the organization easier. If these points are improved in the organization, achieves the generation Y its personal development.</p>

Syftet med denna uppsats är att utifrån Försvarsmaktens regelverk och policys gällande personalhantering se om de krav som ålderkategorin 80-talisten ställer på en framtida arbetsgivare, överrensstämmer med de rådande arbetsförhållanden som finns inom Försvarsmakten utifrån dess styrande dokument.  Uppsatsen bygger på tidigare forskning om åldersgenerationen från 80-talet. Mot 80-talisten ställs de styrande dokument som gäller Försvarsmaktens personalhantering för att på detta vis erhålla en jämförelse som mynnar ut i vilka krav och erbjudande som överrensstämmer mellan organisation och individ. Maslows behovspyramid används till att förklara de olika behoven av ersättningar. Uppsatsen är en kvalitativ teoretisk studie.  Slutsatserna av uppsatsens analys är att Försvarsmaktens arbetsförhållande överrensstämmer bra med vad 80-talisten vill erhålla av en framtida arbetsgivare. För att Försvarsmakten skall vara en optimal arbetsgivare för 80-talisten krävs mer individualiserad lönesättning, planering och genomförande av arbetstid samt att anställningsformen bör ses över så att rörlighet inom organisationen blir lättare. Om dessa punkter förbättras kommer organisationen bättre möjliggöra för 80-talisterna att nå sina mål om personlig utveckling. / The aim of this thesis is to on the basis of Swedish Armed Forces regulations and policies (applicable personnel management) see if the needs of the generation Y (people born 1978-1990) set on a future employer broadly, complies with the prevailing working conditions that exist within the Swedish Armed Forces in terms of its governing documents. The essay builds on previous research on so called the generation Y. The governing documents relating to  Swedish Armed Forces personnel management is used to obtain a comparison between the requirements and offer, to see what that correspond between the organization and individual is. Maslow’s theory of needs is used to explain the differing needs of allowances. The essay is a qualitative theoretical study. The conclusion of the paper’s analysis is that the offers of Swedish Armed Forces, correspond well with the generation Y´s demands in a future employer. To optimizing the Swedish Armed Forces as an employer requires individualized wage setting, planning and implementation of working time and working arrangements should be reviewed to allow movement within the organization easier. If these points are improved in the organization, achieves the generation Y its personal development.

Most of the research related to psychotherapy is about modality, treatments and therapeutic outcomes. There is little research on the psychotherapists themselves; their subjective experiences, their preparation or personal development. Personal growth, which leads to a developmental level permitting self-reflection and relational ability, is considered by the psychotherapy profession to be an important aspect of the psychotherapist's education. This hermeneutic study focuses on students' experience of personal growth during a formal psychotherapy educational programme. The core of the thesis is the presentation of the students' lived experience during training. Recent graduates of psychotherapy programmes were interviewed and their accounts include the process of personal growth, in what ways the developmental journey was felt to be supportive and containing, ways graduates feel changed, the impact on their lives during and after the training, and the meanings they ascribe to the experience. The particular growth experiences of Maori graduates are to some degree explored, as are the experiences of psychotherapy teachers who facilitate personal development. Themes emerged from data analysis; personal growth did happen, was felt to be positive, and took place as a journey. The growth process was turbulent, painful, yet resulted in positive outcomes for the graduates. Love and relationship were experienced as the most significant catalyst in promoting growth towards key outcomes. It was felt that bicultural learning activities enhanced and supported growth for Maori and non-Maori. The nature and complexity of love is discussed; including the place of love in personal change, psychotherapy and psychotherapy training. The discomfort commonly experienced in the profession around describing the therapeutic relationship as one involving love is highlighted. Possible reasons are given for this, for not using the word love in psychotherapy. Implications for psychotherapy education arising from the research are presented; with questions about, and recommendations for, facilitating personal growth, and the utilisation of love in a more open and conscious manner as a part of psychotherapy training. Currently most preparation of psychotherapists occurs in mainstream academic institutions, with a movement in the profession towards more formal qualifications. It is a challenge for educators and students alike to continue to include in traditional academic structures and processes what is felt to be the essence of psychotherapy; love and relationship, the practice of which requires high levels of personal development.

Det finns ett stigma runt individer som praktiserar BDSM och lever i relationer med någon form av maktförskjutning. Den här studien gjordes för att öka förståelsen för individer som själva valt att leva i en relation med inslag av maktförskjutning. Studien handlade om huruvida maktförskjutning påverkar individers syn på sig själva och deras personliga utveckling. Sju män och sju kvinnor intervjuades, både dominanta och undergivna. Resultatet gav fyra teman och åtta subteman. Centralt i resultatet var kommunikation, dominans, kärlek och personlig utveckling. Deltagarna berättade om hur relationen påverkat dem på olika sätt och genom att leva i en relation med maktförskjutning upplevdes en förstärkt självkänsla. De effekter som bland andra belystes av deltagarna, var att acceptera sig själv och att växa som människa och partner. Kärlek, kommunikation och samtycke är några essentiella begrepp inom BDSM-relationer, vilket även är vad majoriteten av deltagarna själva nämner som faktorer till deras personliga utveckling.

The thesis presents an analysis of the area of further education and personal development of local government employees, in particular of employees at Prague City Hall (MHMP). The focus is aimed primarily at mentoring project in MHMP, its principles and guidelines, there are listed the advantages and disadvantages of such a system and possible improvements. Based on identified weaknesses in the education strategy of MHMP the thesis suggests a training programme designed to improve the skills of leading managers in the areas of effective leadership and the staff motivation.

The objective of this thesis is focused on people's awareness about personal development and its possibilities. Mapping the different attitudes of people as this term is perceived and what opportunities for personal development they use. An important part of this work is to show the differences in personal and professional development of respondents by length of practice and in different companies. Opinions of respondents are analysed from interviews and questionnaires. The final part contains formulated proposals and recommendations for both employees and companies.

No description available.

No description available.

This study examines the relationship between whether the level of independence a first-grade age child was permitted at home influenced his social behavior at school.

<p>This is a study about engagements and motivation. Its purpose is, by looking at other motivational theories than Abraham Maslow’s hierarchy of needs, to find out why certain people choose to become engaged as student representatives. The question this study is working from is: why do certain people choose to engage themselves as student representatives?</p><p>This study has a qualitative approach, which means that a number of interviews have been done and subsequently profoundly analyzed. The underlying factors that play a part in the student representatives’ engagements have been sought out in this data material. This study is built on seven interviews which have been analysed with an inductive thematic analysis.</p><p>The result of the study is presented in five themes: motivation, social heritage, proof of engagement, result of engagement and opposition with engagement.</p><p>Much of what explains why someone becomes engaged as a student representative lies largely in what motivates you. Much of it can also be traced back to the socialisation process that we go through when we are young, and which returns every time we come across a new situation. If you have seen a parent, or such, take on a non-profit engagement, this will leave its mark on you and the way that you subsequently will act.</p><p>Not only socialisation and different motivational factors influence enough to make you engage yourselves in non-profit organisations in the manor a student representative does. It also requires that they should get something out of the sacrifice they make. It isn’t about money as much as it is about self fulfilment and personal developments. To feel good about oneself because of the effort you provide, and the knowledge you can get which might help you in the future, are all reasons to become engaged as a student representative.</p>