Det är inte svårt att hitta ord och fraser med oklar eller otydlig innebörd i organisationers strategiska processer. Dessa kan påverka hur ledarskapet uppfattas, hur beslut tas och hur processer implementeras. HR har möjlighet att påverka relationen mellan medarbetare och chefer men HR’s språk är idag outforskat. Därför ämnar denna studie utforska användningen av dessa oklara och otydliga ord och fraser i en HR-kontext. I vår studie benämns oklara och otydliga ord och fraser som buzzwords, och HR-kontexten avser HR som ledning och styrning.  Studien har ett induktivt förhållningssätt där en fallstudie har ramat in buzzwords inom en HR-kontext. Empiri samlades in med hjälp av semistrukturerade intervjuer och en kvalitativ dokumentundersökning, då vi menar att buzzwords är socialt konstruerat av människor i HR- kontexten. Därefter genomfördes en tematisk analys med ett tolkande synsätt som skapade teman för att strukturera vårt utforskande. Dessa 4 teman tolkades sedan i relation till en kvalitativ teoretisk förankring.  I första temat framgår det att ett slutgiltigt lexikon för buzzwords inte finns, men att buzzwords går att dela upp i olika användningsområden kopplade till olika HR-processer. Nästa tema symboliserar olika syner av buzzwords som avgör om det behöver hanteras eller inte. Det tredje temat beskriver varför buzzwords används i HR-kontexten och här kopplas buzzwords till retorikens behov av att behöva övertala, buzzwords är då antingen ett verktyg eller ett krav. Slutligen fann vi att det är lätt att dribbla bort sig själv genom buzzwords om HR inte förstår sin verksamhet.  Svaret på vårt utforskande syfte symboliserar hur frågor kring vad, hur, när och varför buzzwords används i HR-kontexten, vilket ger mer klarhet i organisationers fina men otydliga språk. / It is not hard to find words and phrases with an unclear or inexplicit meaning in organization’s strategical processes. These can impact how the leadership is perceived, how decisions are made and how processes are implemented. HR has the opportunity to influence the relationship between managers and employees, but the language of HR is unexplored today. Therefore, the purpose of this study is to explore the usage of unclear of inexplicit words and phrases in an HR-context. In our study, unclear and inexplicit words is defined as buzzwords, and the HR-context refers to HR as management and control.  This study has an inductive approach where a case study helped us to frame buzzwords in an HR- context. Empiri has been gathered with the help of semi-structured interviews and a qualitative document-investigation, since we mean that buzzwords are socially constructed by people in the HR- context. Thereafter, we did a thematic analysis with an interpretive approach which created themes to be able to structure our exploring. These four themes were interpreted in relation to a qualitative theoretical grounding.  In the first theme it appears that there is no final lexicon for buzzwords, but that buzzwords can be divided into different kinds of areas of application linked to different HR-processes. The next theme symbolizes different views of buzzwords which decides if it needs to be dealt with or not. The third theme describes why buzzwords is used in the HR-context and here buzzwords are linked to the rhetoric’s need to persuade, buzzwords are then rather a tool or a demand. Finally, we found that it is easy to dribble yourself away by using buzzwords if HR does not understand one’s organization.  The answer to our exploring purpose symbolizes how questions about what, how, when and why buzzwords are used in the HR-context, which gives more clarity in organization’s nice but unclear language.

After the eruption of the demonstrations along the Syrian cities, in March 2011, the Syrian regime responded with hostile acts against the civilians, therefore, waves of IDPs and refugees occurred for millions of Syrians causing one of the largest catastrophes in the modern era, as a result, the international community specifically the EU and USA intervened to address the needs of those IDPs and refugees.  The thesis aimed at analyzing the Western development interventions in NW of Syria, the interventions were initiated through their development agencies and INGOs and were implemented by local stakeholders.  This thesis explored several impacts of this intervention between 2011 till present, it focused on analyzing from a decolonial approach how the intervention contributed to ngoizing the Syrian Revolution on the basis of community demand driven approach using a historical discourse analysis and interview as methodologies, accordingly, several qualitative interviews were conducted in Gaziantep with thirteen leaders of the revolution and CSOs.  Finally, this thesis reached to conclusions: the Syrians need financial then political and legal support, additionally, it reached to three different dimensions of Ngoisation: A helping strategy that aims at empowering the locals. Wrong implementation of the Donors’ policies, and a hidden agenda of the soft colonial changing tools.

Das primäre Ziel der Studie ist die Herstellung von Nachrichten durch vermittelte buzzwords zu verstehen. Vermittelte buzzwords werden von Medienhäusern und verbreitet durch Zeitungen oder Nachrichtenkanäle geprägt. Hier liegt der Schwerpunkt insbesondere ist zu untersuchen, wie vermittelte buzzwords hergestellt werden durch Zeitungen vor einer Wahl und wie diese buzzwords auf die Wähler, den Einfluss von Nachrichten konditionieren. In diesem Zusammenhang ist das größere Ziel Medien-Politik-Gesellschaft Wechselbeziehung in einer der größten Demokratien in der Welt und einer der bedeutendsten südasiatischen Ländern heißt Indien zu erkunden. Die Studie nimmt eine Gesellschaft zentrierten Ansatz, der Medien als soziale Institution betrachtet und zielt darauf ab, die verschiedenen Funktionen und Wirkungen in den Beziehungen zu anderen sozialen Einrichtungen nämlich Politik und Wähler zu analysieren. In diesem Licht setzt diese Studie, dass die Medien die Rolle vis-a-vis der Politik (Staat) und die Wähler (Gesellschaft) im Umfang liegt, auf die sie beeinflusst und wirkt sich auf die letztere. / The primary aim of the study is to understand manufacture of news through mediated buzzwords. Mediated buzzwords are coined by media houses and disseminated through newspapers or news channels. Here the focus in particular is to explore how mediated buzzwords are manufactured by newspapers before an election and how these buzzwords condition the influence of news on the electorate. Within this context, the larger goal is to explore media-politics-society interrelationship in one of the biggest democracies in the world and one of the most significant South Asian countries i.e. India. The study adopts a society centric approach that views media as a social institution and aims at analyzing its various features and effects in its relations with other social institutions namely politics and electorate. In that light, this study posits that media’s role vis-a-vis politics (state) and the electorate (society) lies in the extent to which it influences and impacts the latter. This study will explore media’s influence on General Election 2014 in India with the help of mediated buzzwords identified through primary and secondary sources, analyze the relationship between buzzwords and newspapers (represented by the media houses) disseminating them and explore the impact and influence of these mediated buzzwords on the electorate cutting across different social locations. This study has three primary foci – to identify mediated buzzwords and issues during General Elections of 2014 in India, to analyze how the mediated buzzwords were used by the media houses to manufacture news during General Elections of 2014 in India, and to assess the effects of these mediated buzzwords on the formation of political opinion of the electorate during General Elections of 2014 in India.

In order to be hired, an applicant is expected to possess and live up to a variety of requirements. Though competences such as previous work experience and levels of studies are easily presented and measurable, this presumably may not be the case of more inexplicit information such as people's personalities and attitudes. The purpose of this study is to understand how recruiters value and determine personalities of candidates applying for executive positions. Furthermore it seeks to examine how recruiters handle potential challenges with trying to determine these personalities. Addressing these questions, we integrate semi-structured interviews with recruiters and an analysis of 100 job advertisements for executive positions. The interviews were performed with 6 highly qualified recruiters possessing substantial experience in recruitment regarding executive positions. Found was that recruiters do not seek to determine personalities, but rather personality traits relevant to the job position in question. These personality traits were something that recruiters argued being taken highly in to consideration when determining who to hire. In order to determine these traits, recruiters proposed several methods. Usually, a personality test filled by the applicant set the tone for the rest of the recruitment process. The recruiters alleged that the result of the test formed behaviour related questions during the job-interview regarding the personality traits of interest. Another method used, which had a clash of believed validity, was the estimation of applicants personality traits by looking at their behaviour during the actual interview. The challenges with trying to determine these personality traits proved to be 1) Misunderstandings between applicants and recruiters 2) Differences in applicants love of ease and skill regarding the job interview as a format 3) Candidates telling outright lies. In order to avoid misunderstandings recruiters asked candidates to give examples from real life experiences. To handle the risk of candidates being skillful in doing interviews a trial of employment was used so that the recruiter had a chance to evaluate the candidate in its executive position. The risk of applicants telling lies was resolved by either a) Trying to explain as little as possible regarding the job, so that the applicant would not be able to form their answers b) By asking follow up questions regarding the personality traits of interest without revealing what was looked for.