This diploma thesis deals the project documentation for the new main building of the sports complex. The building will be built on brownfield between the football field and the pond. The building has three floors. The floor plan is rugged. It is built of ceramic blocks with horizontal reinforced concrete structures. The building is based on foundation strips and is covered by a flat roof. It will primarily serve the local football club and their fanclub. The building also has a small cafe.

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This final thesis discuss about design, calculation and efficient choice of ceiling construction. The goal is to optimize the design of the building in order to minimize construction and operation costs, to meet the required purpose and to meet a certain quality standard. The effort to achieve this goal is based on the theory that a family house may not be designed in a single design system. In the practical part, three types of ceiling construction are designed for the selected RD. The result of the study is to determine the most appropriate option for a family house using value analysis and budget price.

By the year 2000 women will constitute more than 50 percent of the workforce in the United States, yet their representation in top management and executive-level positions continues to hover in the single digits. This “glass ceiling,” which is conceptualized as limiting women's advancement into these roles, has been the subject of much debate and research over the last fifteen years. As both an equal rights and key competitive issue, the topic of women and leadership is gaining ever-increasing emphasis and momentum in American corporations. Although leadership skills have been advocated as a key human capital/person-centered variable leading to managerial ascendancy for women, the empirical research directly investigating this link is virtually non-existent. This longitudinal study proposed to measure the strength of this relationship using a matched sample of male and female managers. Eighty-five subjects, from the same U.S. based health-care products corporation, had previously participated in a multirater assessment process where seven different facets of their leadership skills were evaluated. Time two data were collected on four objective measures of ascendancy: percent change in salary, number of promotions (job moves) either offered or accepted, change in number of direct reports, and change in number of indirect reports. Multivariate analysis of covariance indicated that perceived leadership ability did lead to increased ascendancy, specifically in terms of percent salary change, for the female managers, but not for the males. Multiple regressions indicated that the female managers were not rewarded, necessarily, for gender congruent behavior in this organization, while male managers did appear to be rewarded more so on that particular dimension. Implications of these findings for female managers in the workplace were discussed.

Syfte: Stereotyper försvårar för kvinnor att nå ledande positioner, de kvinnor som når ledande positioner har tagit sig över barriärer för att ta sig till sin position. Vi vill ta reda på hur de lyckats ta sig över barriärerna. Syftet med vår studie är att öka förståelsen för hur kvinnliga ledamöter i aktiebolag upplever och hanterar barriären stereotyper. Syftet ska besvaras med hjälp av följande forskningsfrågor: På vilket sätt upplever kvinnor att barriären stereotyper påverkar möjligheterna att nå högre positioner? På vilket sätt kan kvinnorna påverka barriären stereotyper? Metod: Studien har utförts på ett kvalitativt vis och datan är insamlad genom semistrukturerade intervjuer. Totalt har 10 kvinnliga ledamöter från svenska aktiebolag intervjuats, sex från Uppsala, tre från Bollnäs och en från Gävle. Den insamlade datan har sedan analyserats med hjälp av en tematisk analys. Resultat & slutsats: Studien visar att kvinnor upplever stereotyphot i form av barriärer men att de klarar av att ta sig igenom dessa. Barriärerna försvårar för kvinnorna att nå ledande positioner och kvinnorna hanterar dessa barriärer genom att läsa på mer och bevisa att dem kan, envishet är en viktig egenskap för att lyckas. Kvotering som är ett lagförslag från regeringen med syfte att få in fler kvinnor i styrelser är ingen bra idé. Förslag till fortsatt forskning: Efter denna studie genomförts anser vi att det är nödvändigt att studera hur organisationer kan arbeta för att skapa en medvetenhet kring stereotyphot och hur de ska arbeta för att eliminera dem. Uppsatsens bidrag: Studiens bidrag till forskningen är att vi har kunnat namnge vissa av de barriärer som kvinnor möter i arbetslivet. Vi har undersökt hur kvinnorna upplevt dem och även bidragit med svar på hur de har hanterat barriären stereotyper. Studien har skapat en medvetenhet hos kvinnorna om stereotyper. / Aim: Stereotypes makes it difficult for women to reach senior positions, the women who does reach leadership positions have crossed barriers to get into that position. We want to find out how they managed to cross the barriers. The aim of this study is to create a greater understanding for the way female board members in registered companies perceives and manage the barrier stereotype. The purpose should be answered using the following research questions: In which way do women perceive that the barrier stereotypes affect their possibilities to reach higher positions? How can women affect the barrier stereotypes? Method: The study has been conducted in a qualitative way, and data is collected through semi-structured interviews. A total of 10 female members of Swedish companies was interviewed, six from Uppsala, three from Bollnas and one from Gavle. The collected data has been analyzed by a thematic analysis. Result & Conclusions: The study shows that women experience stereotype threat in the form of barriers, but they manage to get through these. The barriers make it difficult for women to achieve leadership positions and women deal with these barriers by reading more and prove that they can, persistence is an important characteristic for success. Affirmative is a draft law from the government in order to get more women on boards is not a good idea. Suggestions for future research: After this study carried out, we believe it is necessary to study how organizations can work to create awareness about the stereotype and how they should work to eliminate them. Contribution of the thesis: The study's contribution to research is that we have been able to name some of the barriers that women face in the workplace. We have investigated how women have experienced the barriers. We have also contributed with answers to how they handle the barrier stereotypes. The study has created an awareness among women about stereotypes.

Main goal of diploma thesis is to show what motivates women in their career, where they see the barriers. It also gives a look at the specific organizations, institutions and documents which focus on equal opportunities.

The purpose of this qualitative study was to examine how mentorships can impact women’s career development. Previous research shows that there is an inequality gap between men and women on management positions and the aim for this research paper is to see if mentorships could help close this gap and make the top-level management more gender equal.   The Swedish banking industry is interesting to research due to its overall equality in the organisation, but extreme inequality in the top of the hierarchy. Sweden is one of the most equal countries in the EU but are still struggling to eliminate structural discrimination from their organisations. Mentorships has through previous studies shown to be a helpful tool for women to progress in their careers and increase gender balance in workplaces.   To be able to answer the research questions and fulfil the purpose of this research a qualitative research approach was applied. Five semi-structured interviews was held in order to gather empirical data. The participants were women in managerial positions within one of Sweden’s largest banks. Because of a confidentiality agreement, the name of the bank will not be revealed but rather be referred to as The Bank.   The findings of this research show that both formal and informal mentorships can be used as a tool for women to progress in their career. Mentorships give women the support they need to believe in their own worth, they also get access to new parts of organisations that before has been unattainable for them and get an insight in the political games within an organisation.

Background – This paper examined the literature on the concept of the glass ceiling in the management field, with an emphasis on Finnish and Swedish female leaders' perceptions of the barriers and facilitating factors of their career. Purpose – The purpose of this thesis was to explore the factors that affect the career development of women in the context of Nordic countries, namely in Finland and Sweden. Furthermore, this thesis tried to understand the welfare state paradox better and how the women in Finland and Sweden perceive it. Lastly, the purpose of this study was to find out if there are any differences between the perceptions of these countries due to the societal and cultural differences. Method – Semi-structured interviews were conducted with 12 female leaders from different companies in Finland and in Sweden. The grounded analysis was used in the qualitative analysis of the coding. Conclusion – The research resulted that there are several barriers and facilitating factors that have affected the career of female leaders. Finnish and Swedish women highlighted their own individual factors such as motivation, self-esteem and courage as the major facilitating factor, and thereof lack of them a barrier. Based on this research, women’s perception of Nordic welfare policies is that they are beneficial to career development, providing an opportunity to focus on work more. Contrary to the expectations, there were relatively few differences in perceptions between Finnish and Swedish female leaders identified in this study. However, it seems that in Sweden the responsibilities about family are shared more equally and the overall social atmosphere is more encouraging for women's career success.

Esta pesquisa apresenta uma investigação sobre a argamassa de cal e as ripas de juçara (Euterpe eudulis), materiais empregados no forro em estuque da edificação Vila Penteado, seguindo as diretrizes propostas pelas Instituições de preservação de edificações e de monumentos de valor histórico e artístico. Esta edificação foi tombada pelo CONDEPHAAT - Conselho de Defesa do Patrimônio Histórico, Artístico, Arqueológico e Turístico do Estado de São Paulo e pelo CONPRESP - Conselho Municipal de Preservação do Patrimônio Histórico, Cultural e Ambiental da Cidade de São Paulo. Um conjunto amplo de técnicas foi utilizado para caracterizar a composição e a microestrutura da argamassa original, bem como o estado de conservação dos materiais. Os resultados destas análises serviram de subsídio para a elaboração de uma proposta de reconstituição parcial do forro. O desempenho desta proposta foi avaliado em laboratório, sendo o corpo-de-prova mantido por 30 dias em câmara de carbonatação após a preparação e a aplicação da argamassa. A avaliação da compatibilidade térmica dos materiais originais e novos, quando submetidos a ciclos de aquecimento e resfriamento, foi utilizada como indicador de desempenho do método de restauro. Além disso, foram realizadas avaliações da resistência de aderência do sistema, conforme especificado na NBR 13528 (ABNT, 1995). Estes resultados mostraram que a argamassa original pode manter sua funcionalidade ao longo dos anos, desde que se opte pela técnica de intervenção correta e que a fragilidade do sistema de forro em estuque está nas ripas de suporte. Esta avaliação permitiu a elaboração de uma proposta de restauro para o sistema de forro da edificação Vila Penteado. / This research presents an investigation on the base-lime mortar and Juçara (palm tree Euterpe eudulis) laths which were the materials found in the stucco ceiling of the building, Vila Penteado. The guidelines followed in this study were those set fourth by the Institutions of maintenance for buildings and monuments with historical and artistic value. This building was declared a heritage by CONDEPHAAT – The Council for the Defense of Historical, Artistic, Archeological and Tourist Patrimony of the State of São Paulo and by CONPRESP – The Council for the Preservation of the Historical, Cultural and Environmental Patrimony of Sao Paulo City. A broad set of techniques was used to characterize the composition and the microstructure of the primitive mortar, as well as the condition of the materials. The results of these analyzes were useful in proposing a partial reconstitution of the ceiling. The performance of this proposal was evaluated in laboratory conditions by keeping the specimen in a carbonation chamber for thirty (30) days after application, to accelerate curing. The thermal compatibility and adhesion strength resistance of the primitive and new materials were tested after subjecting them to heating and quenching cycles, and the results were used as indicators of the proposed restoration method´s performance. These results showed that the primitive mortar can remain serviceable for many years as long as the correct intervention technique is employed, and the fragility of the ceiling system is in the supporting laths. This evaluation allowed for the elaboration of a proposal for restoring the ceiling system of the Vila Penteado building.

Women have a few managerial positions compared to men in audit and accounting firms. It said that large companies have intentions to increase the number of women accountants in managerial positions. The study is investigating the implementation of gender policies and diversity in auditing firm with a specific focus on how company size may impact how organizations come to work with issues of gender and diversity. A qualitative method has been implemented in this study, by conducting 17 semi-structured interviews with women auditors and accountants, working in 4 large firms and 5 small firms in Sweden. The study shows that the policies of the large companies are not fully implemented. While setting policies for small firms will just help women auditors/accountants to improve their career education.