Syftet med denna studie var att undersöka hur organisationer kan arbeta effektivt med medarbetarskap. Detta undersöktes genom att ta reda på hur man kan arbeta, utveckla samt hur respondenterna upplever medarbetarskapet. För att undersöka detta gjordes kvalitativa intervjuer med sex medarbetare och en chef inom Umeå kommun. Resultatet indikerar på att medarbetarna värdesätter dialog och diskussion samt aktiviteter som kretsar kring detta i medarbetarskapsarbetet. Medarbetarna upplever att det finns en öppenhet och god kommunikation på arbetsplatsen. Studien visar även att det finns utvecklingsmöjligheter inom hur man i dagsläget arbetar med både individuella och organisatoriska mål. För att utveckla medarbetarskapet tycker medarbetarna att det sker ett kontinuerligt arbete. Studien kommer även fram till att kontexten är en viktig faktor som påverkar hur utfallet med medarbetarskapsarbetet blir

The present sbudy is an effort to seek information from a type of organization rarely studied along the lines of employee satisfaction's correlation to job performance—a state institution for the mentally retarded—which will shed significant light on the dynamics of this question. It is unique in that it focuses closely on the specific job duties of both managerial and non-managerial employees as a basis for understanding the relationship between employee satisfaction and performance.

This thesis focuses on identification of predictors and conditions of employee engagement in organizational context. The theoretical part of this work is aimed on various approaches to identifying and measuring employee engagement, including modern approaches and methods. Theoretical concepts concerning gender and workplace diversity are also viewed, in order to identify engagement predictors. The empirical part consists of a research that identifies predictors and conditions of engagement in a specific organization. Statistical analyses and interpretations are made, based on the collected data. This thesis primarily aims to enrich Czech scientific literature concerning this topic by providing practical information and data from a manufacturing company. 2

The aim of the thesis was an analysis of job satisfaction of employees in a construction company. As a theoretical foundation of a work the issue of satisfaction, staff motivation and stimulation was preceded. The analysis was performed by written survey of the company. Respondents were asked about satisfaction with the organization and work content, working environment, interpersonal relations, boss, conditions of education and personal development and satisfaction with the evaluating and rewarding. The relationship to the company and the level of motivation were also studied. Based on the results of the analysis were presented proposals and recommendations whose implementation should contribute to greater employee satisfaction.

The thesis deals with the issue of employees' satisfaction with individual areas of their work. The theoretical part describes the reasons for opinion ascertaining and factors influencing employee satisfaction and motivation. There are also listed the methods of employee satisfaction surveys and the approaches to statistical analysis of data from questionnaire surveys. The practical part is focused on the social climate analysis in the specific manufacturing company in areas such as remuneration, communication, work organization, teamwork, career growth, learning and development and other. The data analysis is based on categorial data analysis including detection of dependence in between individual answers and classification of employees, mainly by sex, age, department and position. For each area, there is a recommendation for the company management.

The healthcare industry evolved on March 23, 2010, when the Affordable Care Act (ACA) was signed into law. The general problem prompting the need for this study was that healthcare workers are affected by patient and family anxiety, evolving evidence based practices and treatments, and regulatory complexities. Outdated managerial skills with leaders lacking emotional intelligence may produce employee dissatisfaction, and satisfied workers may influence the quality of care and patient satisfaction. The purpose of this study was to examine the relationship between senior healthcare leaders' EI and employee satisfaction. EI theory was the conceptual foundation for this research. This quantitative study used a survey to collect EI scores from 25 senior healthcare executives using the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) and employee satisfaction scores from the Press Ganey Employee Voice Solution Survey collected by their organizations. Data were analysed using Pearson correlations, independent sample t tests, and ANOVAs to test the variables of EI and employee satisfaction. Assumptions of the t test and ANOVA were met to ensure the sample size was sufficient. The results of the Pearson correlation indicated that employee satisfaction percentile and score were not related to EI within the sample. No differences were found in EI by age, gender, years of experience, or educational level. The changes in healthcare require focusing on social change as it relates to service behaviors by all individuals who have any impact on the patient-care experience.

The purpose of this thesis is to reduce the production time while providing employees satisfaction and the problem formulation for thesis is; -How can a company use its work area effectively in order to reduce production time while providing employee satisfaction? To answer problem formulation, proper lean tools were applied. Before implementing lean tools, the study started with a questionnaire to evaluate the effect of work area on employees. Five steps of 5S were implemented on work area so as to provide an organized work area for employee satisfaction in accordance with the theory. SMED’s four stage methodology was applied to the machine in the work area where was focused by the authors in order to reduce the production time. The study was made in a Swedish Company called Swepart Transmission AB. which produces gearboxes, bearings etc. Results obtained from the study shows that employees are under effect of work area and employees were satisfied after 5S implementation, also production time will be reduced at least one hour in the length of time. This thesis can be generalised to all manufacturing companies thus both employee satisfaction and production time reduction can be provided and companies can work more effectively which enables them to become competitiveness in order to survive in market.

This study can be used by Posten Sweden and China Post to understand their situation and the facts regarding service quality and the difference between the two. This study will also provide useful information for other post or logistic institutions

Aim & Research questions: The aim of this work is to study the motivational techniques of a Swedish and a Chinese company and analyze the effects of motivational techniques on employee motivation in both companies. Method: Both qualitative and quantitative methods have been used for data collection. Survey is contacted on the employees in the Swedish and Chinese company. Total of five interviews have been done. Findings & Conclusion: It is found that the Swedish and Chinese company both apply similar and different motivational techniques. The motivational techniques which are related to hygiene factors and motivators worked well to motivate employees in the Swedish company but not in the Chinese company. Contribution & Suggestions for future research: This study provides knowledge on how manufacturing industry motivate employees, especially in Sweden and China. It also gives readers new perspectives of culture and type of company in looking and thinking employee motivation. Besides, analyzing based on different motivation theories, explaining the reasons from different other perspectives and comparing the same type of companies could be the suggestions for future research. Finally, the future research could be extend to research in China-Sweden joint venture, how they motivate employees under the multi-culture background.

Hög arbetstillfredsställelse är viktigt för alla anställda, men förutsättningarna för detta varierar beroende på olika faktorer. Personal inom tvångsvård, LVM arbetar nära klienterna, vilket kan påverka personalens upplevda arbetstillfredsställelse. Undersökningens syfte var att undersöka vilka faktorer som påverkar arbetstillfredsställelse hos personal inom tvångsvård. En enkätstudie gjordes med frågeformuläret QPSNordic med 81 deltagare (40 män, 41 kvinnor) samt en intervjustudie med 8 personer (2 män, 6 kvinnor). Resultatet visade att personalen på den öppna avdelningen hade en signifikant högre generell arbetstillfredsställelse än personalen på de låsta avdelningarna, vilket antagligen beror på skillnader i rollförväntningar, men kanske även större personligt utrymme på den öppna avdelningen. Viktiga faktorer som framkom i intervjuerna om upplevelse av arbetstillfredsställelse var kollegor, stöd från chef samt kontakten med klienterna, vilket kan handla om att kommunikation är viktigt då tvångsvård kräver ett nära samarbete mellan samtliga parter. Området personal inom tvångsvård är relativt outforskat och behöver studeras ytterligare.