This diploma thesis deals with the activation of activities teachers, which has a stimulating effect on the activities of students in learning the German language at secondary schools in Jihocesky county. German language was chosen purposely, because the most important thing while teaching foreign languages is to involve the student into a mutual communication as much as possible. The student has to be very active to be able to assume the foreign language. This thesis is divided into theoretical and research. The theme of this thesis is to release the ways how teachers stimulate the activity of pupils in the German language teaching. It is also important to find out if there is any interaction between the activation of activities teachers and a student?s activity during the lesson. We can get to know this interaction by statistical calculations. Among one of the methods of quantitatively directed analyses belongs standardized method of observation, which was used right for this research. To be specific it was an interactive analysis. There was applied Flanders observation system for an activity of a teacher and Tabers observation system for an activity of a student. There are described various ways and methods how to stimulate a student to be more active.

Detta examensarbete är en studie i hur en kontorsmiljö i form utav fyra stycken cellkontor och ett konferensrum kan utformas för en myndighet. Med syfte att skapa ett gestaltningsförslag som visualiserar möjliga lösningar för kontorets arbetsgrupp, för att sedan utformas till en aktivitetsbaserad kontorsmiljö som ska stödja arbetsgruppens behov och arbetssätt. Samarbetet har varit tillsammans med Näringslivsenheten i Stadshuset, Eskilstuna. Arbetsgruppen på Näringslivsenheten upplever att de vill vara mer integrerade med varandra då det är en stor del av deras arbetssätt. Väggarna, som cellkontoren innebär, skapar barriärer mellan användarna och medför en påverkan av deras arbetssätt. Lokalerna som verksamheten befinner sig i saknar även en identitet som speglar verksamhetens arbete och värden. Studien baseras på teori och litteratur om den rumsliga miljön, aktivitetsbaserat kontor, zoner i kontorsmiljön, kognitivt perspektiv, affordans, färg, ljus och kreativitetens betydelse i kontorsmiljön. Metoderna som använts i studien är: Human centered-design, platsanalys, kvalitativ intervju, observation, workshop, 3D modell och analys av insamlad data. Resultatet av studien visar ett gestaltningsförslag på en aktivitetsbaserad kontorsmiljö som innefattar funktioner som bygger på användarnas behov. Resultatet ska vara ett inspirationsmaterial till Näringslivsenheten för en eventuell framtida genomförning. Samtidigt som det även är ett inspirationsmaterial till övriga användare i kontorsmiljöer som är ute efter en aktivitetsbaserad kontorsmiljö. / This is a study of how an office environment in the form of four cell offices and a conference room can be designed for a local authority. The purpose of the study is to provide a design proposal that visualizes possible solutions for the office's workgroup, which may then be transformed into an activity-based office that will support the users’ needs and working methods. This study was written in cooperation with the Business Unit in the City Hall, Eskilstuna. The working team at the Business Unit wants to be more integrated with each other as it is a major part of their way of working. The walls of the cell offices create barriers between users and negatively affect their preferred way of working. The premises in which the business is located also lacks an identity that reflects their work and their values. The study is based on theory and literature on the spatial environment, activity-based office, office environment zones, cognitive perspective, affordance, color, light and the importance of creativity in the office environment. The methods used in the study are: Human centered-design, site analysis, qualitative interview, observation, workshop, 3D model and analysis of collected data. The result of the study shows a design proposal in an activity-based office environment that includes features based on user needs. The result will be an inspiration to the Business Unit for a possible future implementation. At the same time, it is also an inspiration for other users in office environments that are looking for an activity-based office environment.

Change is a constant factor in today's society and an important factor in the success of organizations. As a result, it is highly important that organizations learn to manage change in order to stay competitive and keep up with the rapidly changing market conditions. Change Management has therefore been a highly emphasized area within Business Administration. As new trends arise on the global market, it is important for organizations to be able to adapt. One of these trends is the implementation of the Activity-Based Flexible Office (A-FO). An Activity-Based Flexible Office consists of different areas with closed, half-open or open zones. The areas are created in order to match employee needs and the requirements of each work activity that needs to be conducted. As a result, no one is assigned a personal workstation, instead the employees move between different areas depending on what type of work activity they need to accomplish. Even though Change Management has been thoroughly investigated and A-FOs have been researched to some extent, no previous research has been found regarding the change process of implementing an A-FO. The main purpose of this thesis is to investigate the difference in managers’ and employees’ perceptions regarding the change process towards an A-FO. As a result, a deeper understanding of change management as well as of the effects of the A-FO will be provided from the viewpoints of managers and employees. This leads to the research questions: “How does the perception of the change process concerning activity-based flexible offices differ between managers and employees? What do managers and employees perceive as essential factors of the change process and A-FO implementation and how do these perceptions differ?”. The Theoretical Framework mainly consist of previous research models and theories regarding change management literature, work environment and activity-based flexible offices as well as employee satisfaction. Communication has also been chosen as an important factor as it has been stated to be vital in both change management and within the A-FO. Furthermore, in order to fulfil the purpose of the thesis and answer the research questions, the chosen research method for this study is qualitative with an exploratory research design and an inductive approach. Therefore, semi-structured interviews were conducted with seven respondents from a department at Skellefteå municipality who were chosen based on a combination of a purposive and snowball sampling method. After the interviews were transcribed, the empirical findings were analyzed and presented by using a thematic analysis. The findings show that when conducting an A-FO change process, managers’ and employees’ perceptions often differ. Managers often focus on the practical aspects of a change, while employees emphasized on “soft values”. Employees were also more skeptical towards the change in the beginning, compared to managers, and seemed more aware of possible disturbances in the A-FO. Furthermore, both managers and employees were highly satisfied with the change process and the implementation of the A-FO, but emphasized on different factors resulting in increased satisfaction. To conclude, since managers’ and employees’ perception regarding the A-FO change process often differ, but can also coincide, it is important to take both aspects into consideration when conducting this type of change. By involving everyone in the change process, it is more likely to be successful.

Implementeringen av ett aktivitetsbaserat kontor fortsätter att öka inom svenska organisationer. Huvudsyftet är en kostnadsbesparing i form av en effektivisering av kontorsytan men det finns också ett syfte av att erbjuda anställda en mer flexibel arbetssituation. Tidigare forskning påstår att denna kontorslösning bidrar till att anställda blir mer lyckligare på sin arbetsplats, dock saknar detta påstående genuin grund då tidigare forskning även visar på flera brister av införandet av ABK. Studien undersöker hur ledare som besitter någon form av ledarskapsroll med personalansvar upplever det aktivitetsbaserade kontoret och vilka faktorer som kan ha påverkat deras upplevelser. Studiens resultat visar att ledarna har generellt sett positiva upplevelser av ABK. Några av de centrala faktorer som påverkat deras upplevelser är förändringsprocessen och Covid-19-pandemin. Studiens angreppssätt har varit av kvalitativ ansats i form av sex stycken semistrukturerade intervjuer. För att skapa förståelse för deras upplevelser har tidigare forskning i relation till teorier använts för att analysera empirin. Den teoretiska referensramen som tillämpats är; KASAM som innebär en känsla av sammanhang, Organisationskultur och Herzbergs tvåfaktorsteori.

I syfte att undersöka vad övergången till en aktivitetsbaserat kontorsmiljö (ABW) innebär för synen på det egna ledarskapet i relation till medarbetarna samt hur chefer hanterat övergången i förhållande till sin chefsidentitet har sex kvinnliga och tre manliga chefer från fyra olika organisationer intervjuats. Intervjuerna analyserades med hjälp av IPA-metoden utifrån teorier om chef-/ ledarskap i förhållande till medarbetarskap och identitetsarbete. Resultatet visar att en övergång till ABW kan innebära en ansvarsförskjutning mot ökat medarbetaransvar och ett mer strategiskt chef-/ledarskap som är baserat på målstyrning, tillit och ett större ansvar för sociala strukturer. Ett individuellt, tjänande ledarskap underlättar för ett hållbart ledarskap i ABW. Deltagande chefer har uppskattat utvecklingen av chef-/ledarskapet i övergången till ABW och det har inte påvisats några konfliktfyllda identitetsarbeten. Studien ger exempel på vad en förändringsprocess mot ABW kan innehålla. Ytterligare forskning behövs för att undersöka hur ABW fungerar för olika typer av organisationer och medarbetare. / To investigate what a change into an activitybased workplace (ABW) means to managers view of leadership in relation toemployees and how managers handles it in relation to their identity as managers,six female and three male managers, from four different organizations, havebeen interviewed. The IPA-method was used for interview analyzes based ontheories about management/leadership, empowerment and identity work. The resultshows that a transfer into ABW may lead to a passing of responsibility towardsemployees and a strategic leadership/management based on goal management, trustand an increased responsibility for social structures. An individual, servingleadership facilitates a sustainable leadership in ABW. Participants haveappreciated the leadership/management development, and no identity workconflicts has been detected. The study gives examples of changing processestowards ABW. More studies have to be done in order to investigate how ABW fitsdifferent types of organization and different types of employees.